1,720,969 research outputs found
Role of good governance practices in enhancing service delivery : a case study of the department of human settlements at Ugu District Municipality
No full textSubmitted in fulfilment of the requirements of the Degree of Master of Management Sciences Specialising in Public Management, Durban University of Technology, Durban, South Africa, 2025.Various South African municipalities are plagued by poor service delivery,
which predominantly stems from poor governance. Innumerable citizens are
experiencing insufficient access to essential services such as waste removal,
electricity, sanitation, and clean water. Despite the growing literature on good
governance and service delivery, empirical studies on these subjects still
remain limited, particularly in South Africa. The majority of prior studies on
good governance and service delivery in South Africa were based on desktop
studies. Deliberate non-adherence to good governance processes and
procedures in the provisions of legislations such as the Municipal Systems Act
32 of 2000 have been touted as the leading causes of poor service delivery.
The Department of Human Settlements at Ugu District municipality in
KwaZulu-Natalis is not exceptional to these challenges. Hence, the current
study sought to investigate the role of good governance on service delivery in
the Department of Human Settlements at Ugu District municipality in KwaZuluNatal. A mixed research approach was utilised to accomplish the study's
objectives with semi-structured interviews conducted with traditional leaders
and close-ended questionnaires administered to municipal officials and
councillors at Ugu District Municipality in South Africa. For the quantitative part
of the research, the researcher did not have a sample because the target
population of 113 participants was too small to warrant a sample selection. The
researcher consulted the statistician and advised to include the entire target
population as the sample. Hence, a census method was utilised. For the
qualitative part of the study, a purposive sampling technique under the ambit
of the non-probability sampling method was used to choose the sample, and
the sample of 15 was adequate.
While qualitative data was analysed manually utilising thematic analysis,
quantitative data was analysed utilising various statistical tools, including
inferential and descriptive statistics. The study revealed a positive correlation
between good governance practices and service delivery in the Department of Human Settlement at Ugu District Municipality. In addition, the study identified
several challenges faced by the Department of Human Settlements in
exercising good governance and were categorised based on their severity
levels. The study provides practical implications for management,
policymakers, administrators and the community. The practical implication of
the study is that management must ensure that all municipality officials and
councillors abide by the principles of good governance daily. Another key
implication of these findings is that municipalities should invest in the training
and development of municipal staff about transparency practices, which is
necessary to improve service delivery. The study recommends that future
studies focus on the governance-related challenges faced by municipal
officials.
Examining the effect of career advancement on job satisfaction and employee loyalty : a case of the Durban University of Technology
No full textSubmitted in fulfilment of the requirements of the degree of Masters in Human Resources Management, Durban University of Technology, Durban, South Africa, 2025.The meteoric rise of disloyal and disgruntled employees perceived to stem from
retarded career advancement besetting the work of the Higher Education sector
prompted the researcher to examine the integrative relationship between career
advancement, job satisfaction and employee loyalty. Despite the pressing issue of
disloyalty and dissatisfied employees nested in the sector, no study to date has
integrated the identified three variables. Hence, the current study sought to fill the
lacuna by examining the impact of career advancement on job satisfaction and
employee loyalty amongst administrative employees at the Durban University of
Technology. Using a descriptive research design, the study targeted a population of
450 administrative staff at the institution. In line with the quantitative approach utilised
in this study, a closed-ended questionnaire was employed to solicit data from the
sample of 211 administrative staff. However, returned usable questionnaires
numbered 181, culminating in the response rate of 85.8%. Far-reaching insights
surfaced from the descriptive and inferential statistical analyses performed in this
study. The inferences drawn from the findings indicated that despite the availability of
career advancement opportunities, their influence on employee loyalty was limited
amongst administrative staff. Based on the findings obtained through a Structural
Equation Modelling and Regression analysis, the study concludes that while there is
a significant relationship between career advancement and job satisfaction, the
linkage between career advancement and employee loyalty is weak. In addition,
contrary to the claims of scholars, the study finds no evidence of the association
between job satisfaction and employee loyalty. However, the evidence from the study
established a refined perspective suggesting that, within administrative roles, career
advancement alone might not be sufficient to drive satisfaction or loyalty. The current
study yielded both theoretical and practical implications. Future studies may replicate
the current study to validate the hypothesised constructs and observe their
consequent application in organisations that share somewhat similar settings.
Women empowerment through entrepreneurship in eThekwini Municipality, KwaZulu-Natal province
No full textSubmitted in fulfilment of the requirements of the Degree of Master of Management Sciences specialising in Business Administration
at the Durban University of Technology, Durban, South Africa, 2025.Entrepreneurship is widely seen as a powerful agent for empowering women, as it
provides opportunities for economic independence, social mobility, and increased
autonomy. However, despite various policies to support women in South Africa,
scholars consistently report that women face more obstacles to succeed in
business than men, leading many of them to operate small and survival
enterprises. While women entrepreneurship has garnered attention from
numerous researchers, the empowerment efforts towards entrepreneurship have
not been sufficiently examined. Hence, the current study sought to examine
women empowerment through entrepreneurship in eThekwini Municipality. The
study adopted a quantitative research approach underpinned by a positivistic
philosophy. The data was collected using a closed-ended questionnaire from 349
people and was obtained through a random sampling technique. Using Excel and
the Statistical Package for the Social Sciences (SPSS) version 29, descriptive and
inferential statistics were performed to analyse the gathered data. The study's
findings showed the scope of their female business practice was very limited and
localised. This suggests that women are still largely on the periphery when it
comes to major business transactions within the municipality. Moreover, the results
of the study revealed that female entrepreneurs were extremely dissatisfied with
the type and amount of support provided by the municipality. The primary area of
dissatisfaction was the absence of financial, infrastructural, and educational
support. Lastly, their unique obstacles included juggling traditional roles at home,
inadequate business education training, and the seemingly intricate regulatory
environment that proved difficult to navigate and comprehend completely. The
current study has several practical implications for local, provincial, and national
governments.
Exploring the change of organisational culture in the post-COVID-19 pandemic period at the selected vocational colleges in KwaZulu-Natal
No full textSubmitted in fulfilment of the requirements of the degree of Master of Management Sciences Specialising in Human Resource Management, Durban University of Technology, Durban, South Africa, 2025.Practising organisational culture is indispensable in boosting the sustainable
development of various organisations. However, lately it has been shrouded
with confusion especially in the post-COVID-19 crisis which prompted this
study to investigate its current stature. The gradual disappearance of
the pandemic era gave birth to a new complex and challenging space for
human resource management professionals in South African higher education
institutions in both public and private sectors, who are compelled to find
ingenious solutions around bringing sound and competitive organisational
culture. Although there are vast studies that uncover different issues related to
COVID-19 pandemic, few previous studies to date have been conducted
regarding the change of organisational culture at the workplace in the postCOVID-19 pandemic period. It is against this backdrop that the current study
sought to explore the change of organisational culture in the post-COVID-19
pandemic period at Vocational Colleges in Kwazulu-Natal.
The study's target population equated to 137 employees and a sample size of
20 respondents comprised of academic staff and professional (Administration)
staff was considered appropriate. However, the data were successfully
gathered through semi-structured interviews from 18 respondents. The
remaining two participants declined to take part in the interview due to their
busy schedules. Thematic analysis was utilised to analyse the collected data.
The findings of the study indicated that teamwork enables employees to
navigate and cope with changes in the post-pandemic period. Leadership was
also cited as captain of change who bear the responsibility of breaking the old
culture and embracing the new organisational culture. The findings further
emphasised that offering an organisational climate that enhances innovation,
and creativity enables employees to come up with new ideas, values and
norms. The results further revealed that employees lack adequate training to
cope with the change, and there was inadequacy in team building to ensure
that the team was bonding and sharing the same values as well as norms. The findings and suggestions of the study could be valuable in evaluating how
training and development programs contribute to fostering a culture of
resilience, innovation and adaptability in response to future disruptions. The
study has made significant contributions to the existing body of knowledge and
provides valuable insights for educational institutions.
The influence of COVID-19 on the productivity of small and medium enterprises : a case study of Mtubatuba Local Municipality
No full textSubmitted in fulfilment of the requirements of the degree of Masters in Business Administration, Durban University of Technology, Durban, South Africa, 2025.Despite multiple calls for interventions in rural businesses, the productivity shocks experienced
by rural SMEs from the COVID-19 pandemic remain inconclusive, thus spurring attention from
researchers. Although many studies were carried out on the COVID-19 pandemic and SMEs in
South Africa, a large portion concentrated on urban areas, but overlooking rural areas. The dire
need for empirical studies, particularly in the confines of South African rural SMEs, cannot be
overemphasised. Hence, the current study sought to investigate the impact of COVID-19 on
SMEs’ productivity in Mtubatuba Local Municipality. The study employed a descriptive research
design and a quantitative research approach, in which a closed-ended structured questionnaire
was utilised to solicit data from a sample of 187 respondents from Mtubatuba Local Municipality.
The collected data was analysed using the Statistical Package for the Social Sciences version
29.0 and Microsoft Excel. The findings revealed that the COVID-19 pandemic had a
multifaceted impact on SMEs in Mtubatuba Local Municipality, measured using the Relative
Importance Index and Relative Severity Index, which categorised the various factors into
financial impact, operational disruptions, inventory and supply chain challenges, and workforce
issues. In addition, the findings indicated that SMEs in Mtubatuba Local Municipality seized the
opportunities presented by the pandemic and adjusted their businesses through selling ondemand products such as airtime, traditional medicines and herbs, headache pills, and adapting
to internet and social media marketing. Using the Relative Importance Index and Relative
Severity Index, the study demonstrated that high absenteeism rates and financial strains
severely affected SMEs. The study recommended that SMEs should formalise their
businesses; have insurance; invest in alternative means of productivity such as internet use;
adopt remote and hybrid working; set aside emergency funds; and adhere to health and safety
guidelines.
Examining the impact of employment equity amendments on the business performance of small and medium companies in Durban.
Full text linkDoctoral Degree. University of KwaZulu-Natal, Durban.The universal concern about tenacious stagnation and amplified dramatic economic downfall associated with acute poverty and unemployment levels has prompted a look for the root cause of the dilemma and search for mechanisms which would promote the revamping of economic activities in various economies. The rapid closure and decline of small and medium companies take centre stage amongst the contributors to the shrinkage of economies. This is due to the fact that small and medium companies mainly form the base in which activities of entrepreneurship unfold. In South Africa, the business performance of small and medium companies have drastically declined. In particular, the manufacturing sector has a diminished production of 5.9%. This huge decline has taken place yearly since 2014, the year in which the amendments to Employment Equity legislation were put into effect. Since 2014, the motor vehicle industry, which is considered as a job creator, plunged by 25% in its annual services. Small and medium companies in Durban face growing difficulties in improving and maintaining business performance while managing the pressure of complying with the new amendments to Employment Equity legislation. Adjusting organisational performance strategies to tally with the new amendments of employment equity remain a challenge, especially for small and medium companies. This study was predominantly motivated by a quest to improve the business performance of small and medium organisations.
The study primarily sought to find the extent to which the employment equity amendments affect the business performance of small and medium companies in Durban. The study adopted an exploratory research design and utilised a mixed research approach because such a methodology provides adequate data that answers the research questions of the study. For the purpose of this study, the mixed methods research design was utilised, adopting concurrent triangulation. Since concurrent triangulation was adopted, the same sample of 226 (respondents) industrial relations representatives of small and medium companies registered under the Durban Chamber of Commerce and Industry were chosen for both quantitative and qualitative methods, in which each selected company had only one respondent. For the quantitative part, a simple random sampling technique was employed to select a sample in which computer generated random numbers were utilised in selecting the sample. For the qualitative part, theoretical or purposeful sampling was adopted. For this study, primary data was collected utilising a structured closed-ended questionnaire and an open-ended questionnaire. Two methods of analysing data were utilised, namely statistical analysis and thematic analysis. Both inferential and descriptive statistics were utilised to present and analyse quantitative data. The key findings of the study indicated that the most amendments to Employment Equity legislation are adversely affecting the business performance of small and medium companies. Another key finding of this study indicated that small and medium companies are currently forced to hire semi-skilled local citizens as skilled citizens are few and the available ones are grabbed by large companies. The findings of the study indicated that there is high labour turnover of employees who hold permanent resident status as they are leaving South Africa for western countries because of low prospects of career growth that comes with new measures in relations to the Employment Equity amendments.
A further finding revealed that a sense of motivation is experienced from ‘equal pay for equal work’ or work of the same value as all employees feel valued and they are getting the same treatment in their jobs. The study recommended that small and medium companies and government should strike a balance and be sensitive in executing the amendments to Employment Equity legislation in order to mutually stimulate business performance whilst simultaneously affording people from designated groups a chance to benefit from the legislation. Special development programmes should be given to employees from designated groups in order to assist them to cope with the appointed positions, thereby correcting the under-representation of these employees in small and medium companies. The current emphasis on transformation should be intertwined with the development of critical skills. This study developed a model which tracks and monitors the impact of the Employment Equity amendments on business performance. The research significantly contributed to the existing body of knowledge in respect of amendments to Employment Equity legislation and its impact on business performance through revealing new information. The study also gave direction for future research
The influence of capacity building on employment equity implementation and employee performance : a case of a private company in the financial industry
No full textSubmitted in fulfillment of the requirements for the degree of Doctor of Philosophy in Human Resource Management, Durban University of Technology, Durban, South Africa, 2021.Balancing employment equity with employee performance stands as the prominent
pressing challenge facing Human Resources Managers in South Africa. The rise in
demand of employment equity appointees and the lack of skills and accommodation
amongst these employees hamper employment equity implementation and their
performances at the workplace. For this reason, a pool of employees from the
designated groups remain stuck at the unskilled and semi-skilled skills levels. Hence,
in the South African context and against this background, the purpose of this study was
to investigate the influence of capacity building on employment equity implementation
and employee performance in the financial industry in South Africa, with Ithala
Development Finance Corporation Limited serving as a case study. For the purpose of
this study, the mixed methods research design was utilised, adopting concurrent
triangulation. The main data collection instrument was the questionnaire, while
individual interviews were undertaken on a selective basis with a limited number of
respondents. For the quantitative part of this study, the target population equated to
302 employees and a sample size of n=172 was considered appropriate. In respect of
the qualitative part of this study, the target population was 10 respondents comprised
of line managers and human resource personnel. Eight respondents were selected
from this group.
Inferential statistics were used in this study to test hypotheses and predictions. The
key findings revealed that capacity building is imperative in promoting the
implementation of employment equity and improving equity-employee performance.
The key findings also indicated that a culture of fairness is crucial in the organisation
particularly in terms of opportunities for all employees. The notable key findings from
the interviews revealed that employees from designated groups also neglect the
available professional development programmes offered by the employer, which
indicates that they are also personally not prepared to take up new challenges. Thus,
based on the empirical findings in this study, an integrated model was developed which
is useful for future organisational plans. The outcomes and recommendations of the
study may prove beneficial for future goal-oriented strategies by human resource
managers at Ithala Development Finance Corporation Limited and may also prove
useful to other companies with similiar organisational settings. The study contributed
new insights and builds the knowledge base on how capacity building influences
Employment Equity implementation and equity-employee performance. The study concluded that future studies should be conducted with more than one organisation so
that the results can be generalised.
Examining the relationship between employment equity implementation and employee performance at the workplace: Evidence from a leading organisation in South Africa
Full text linkEmployment equity has continued to occupy a centre stage in the field of human resource management in the current and forthcoming decades in various countries worldwide. It plays a critical role in promoting the elimination of unfair discrimination and consideration of people from previously disadvantaged groups at the workplace. The paper aims to establish the relationship between employment equity implementation and employee performance. The paper also examines the relationship between eliminating unfair discrimination and employee performance at the workplace. In addition, the paper also aims to evaluate the relationship between the maintenance of affirmative action and employee performance. This study adopted a descriptive research design and a quantitative research approach. The data employed regression analysis to test the hypotheses. Data was gathered from 172 employees in a leading organisation in South Africa. This paper\u27s key findings revealed a positive relationship between employment equity implementation and employee performance. The statistical tests revealed a significant relationship between eliminating discrimination and improving employee performance in the workplace. However, the results of the statistical tests revealed an insignificant relationship between the maintenance of affirmative action and the improvement of employee performance at the workplace. In conclusion, organisations should ensure they eliminate unfair discrimination at all costs. This can improve employee performance
The effectiveness of staff training on knowledge transfer and employee retention : a case study of Servcor Private Limited in Zimbabwe
Full text linkSubmitted in fulfillment of the requirements for the Degree of Masters of Technology: Human Resource Management, Durban University of Technology, 2017.The purpose of this study was to investigate the effectiveness of staff training on knowledge transfer and employee retention at Servcor Private Limited. Due to increasing levels of competition in staff training and growth opportunities in the Hospitality and Catering industry, Servcor Private Limited faced challenges in retaining its employees, as well as in ways of transferring knowledge. Employees at Servcor Private Limited in Zimbabwe were leaving in pursuit of world-class training and the opportunity for professional development offered in competing organizations, both within and outside the Hospitality and Catering industry. For this study, the target population equated to 240 employees and a sample size of n = 120 was considered as appropriate. The sample was selected by picking every odd number from the sample frame utilizing a systematic sampling technique under the ambit of probability sampling method. The data was analysed using the latest computerised Statistical Package for the Social Sciences 24.0 and the personal method was used to administer the questionnaire to all 120 respondents. Two questionnaires were discarded because the majority of questions were not answered and hence resulted in 118 responses. Therefore, a response rate of 98.3% was obtained.
After the study was completed, the researcher solicited the services of a Post-graduate Librarian to run the TURNITIN Program to test the entire thesis for plagiarism which recorded 10%. The non-parametric tests were carried out to test hypotheses utilising the Statistical Package for Social Sciences (SPSS) version 24 for Windows. The Pearson’s Chi-square and Spearman correlation tests were conducted for all fifteen formulated hypotheses to determine whether there was a statistically significant relationship between the variables. The key findings revealed that staff training was insufficient in the organisation and was not coping with constant changes in the surrounding. The findings indicated that respondents felt their superiors were not willing to teach them every aspect of their work. The findings also reflected that employees prefer on-the-job training. The researcher recommended that top management should increase the amount of investment on staff training in order to retain employees. The recommendations highlighted that should ensure that all the equipment and tools that are used for staff training are aligned with prevailing technology. The recommendations also highlighted that top management should promote a culture of knowledge transfer. The study concluded with suggestions for future research in this field.
Outsourcing for emergency relief: Unravelling key strategies
Full text linkModern relief organisations are overwhelmed with complex emergency response operations. Man-made and natural disasters are affecting millions of people, infrastructure and land. In developing countries, many emergency relief programs fail due to ineffective outsourcing management of emergency response services. This has been worsened by failure to understand the concept of outsourcing and measures to improve it. Little is known about the key strategies of outsourcing and their impact on emergency relief performance. Thus, the study sought to establish key strategies of outsourcing and their impact on performance of emergency relief programme. The study employed a descriptive research design tapping into quantitative research approach. To collect data from respondents, the closed-ended questionnaires were used. Descriptive and inferential statistics were used in analysing the quantitative data. The study found that adopting strategies to enhance outsourcing improved the organisation’s efficiency and effectiveness in performing emergency relief services. The study revealed that investing in information technology and software systems; and adopting supply chain modelling, algorithms and programming are impetus strategies that can be implemented by a leading non-governmental organisation to enhance outsourcing. Thus, there is significant relationship between exercise of sustainable strategies that enhances outsourcing and performance improvement of emergency relief services. The management of the organisation should adopt information technology, artificial intelligence and data analytics when outsourcing services within the organisation. The study focused on a leading non-governmental organisation in Zimbabwe neglecting other emergency relief organizations and thus making it difficult to make inferences to other players. Therefore, th? researcher recommends that further studies should consider taking all humanitarian organisations to have a comprehensive understanding on the issue under study.
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