Browsing by Author "Mtembu, Vuyokazi Ntombikayise."

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An analysis of strategic knowledge management and sharing: a case of Eswatini Water Services Corporation.
(2022) Simelane, Vusane Qiniso.; Mtembu, Vuyokazi Ntombikayise.
Abstract available in PDF.
Assessment of employee attitudes on the implementation of performance management strategy at a university of technology.
(2017) Mntonintshi, Odwa.; Mtembu, Vuyokazi Ntombikayise.
ABSTRACT Reforms in public higher education landscape globally, prompts changes in South African universities. This is evident in the transformation of universities of technology, as they moved from technikons to universities. Some challenges experienced by universities of technology may be attributed to the absence of a performance management strategy. Historically, the implementation of performance management in higher education comes with barriers and problems that affect its success. The research study was undertaken to assess the attitudes of DUT employees towards the implementation of a performance management strategy in a university of technology. The research study was exploratory involving mixed methods. A survey questionnaire containing a Likert scale section and few open-ended questions was designed. This was administered to the selected sample, which was drawn through stratified random sampling, making three strata groups: academics, administrative employees, and senior executive managers. Hundred questionnaires were distributed and only eighty-three questionnaires were received and processed. The survey results indicated that a significant large number of respondents (60,38 percent) believed that the performance management strategy was not designed and implemented effectively at OUT. A significant number of respondents (38,92) were negative about the current implementation of a performance management strategy at OUT. While 72,3 percent ofrespondents were willing to participate in performance management strategy at OUT. Employees felt that their individual goals and needs were not aligned (34,9 percent agree and 43,4 percent neutral). Performance reviews were believed to subjective (26,8 percent agree and 46,3 percent neutral), as well as the lack of resources (55,16 percent agree) resulted in employees attitudes being negative. A heterogeneous focus group interview was scheduled which involved eleven people. Themes that emerged were fear of victimisation, no training programmes available, compensation and rewards not aligned to performance, and lack of performance standards. The main recommendations are, the need for regular training and development programmes, active involvement of trade unions, need to improve communication strategies to enhance the flow of information between work-teams. The limitations for the research study included lack of resources, the time constraints that resulted in less sample size being selected to survey and interview OUT employees.
The effectiveness of the Vukuzakhe Programme in developing merging contractors: a case of KZN Department of Transport.
(2019) Dittrich, Raymond Phila.; Mtembu, Vuyokazi Ntombikayise.
The era of racial segregation in South Africa resulted in numerous challenges that led to the skills deficiency and inadequacy of the black population, adversely affecting their participation in the country’ productive resources. This resulted in a number of black businesses not participating in the economic growth opportunities. As a result, the government created various initiatives to advance black businesses. This study assessed the effectiveness of the Vukuzakhe Emerging Contractor Development Programme (VECDP) in developing emerging contractors within the KwaZulu Natal Department of Transport (KZN DoT). The focus of the study was on contractors who participated in Vukuzakhe programme and that successfully achieved a CIDB Grade 3 grading after completion of the programme. A quantitative approach using purposive sampling method was used for the study. The study population was 110 contractors who were spread across KZN, out of which a sample of 86 of them participated in the survey. The questionnaire was designed using a Likert Scale and compared the performance of the participants on three key aspects; operational efficiencies, human resource management and financial management. The outcomes were assessed pre-vukuzakhe and post-vukuzahe programme. All of the 86 respondents completed the questionnaire, resulting in a completion and a participation rate of 100%. The data was extracted into Microsoft Excel and analysed using SPSS. On all the three aspects mentioned above,the results from the study showed that the abilities and skills of the participants improved greatly after the programme. The mean values of all factors under each key aspect by comparism were significantly different and higher after the programme. Thus, it was clear that the Vukuzakhe programme has been effective in developing emerging contractors. The researcher recommended that the success of the programme is phenomenal and that the DoT should continue administering this programme. It was further recommended by the reseacher that future studies should also be carried out, on other key aspects beyond the three areas that were covered in this study. As a limitation, the findings of this study is only applicable to the Vukuzakhe Programme and may not be extended to other emerging contractors development programme.
Exploring quality management as a tool for organisational performance: a case study of eThekwini Municipality.
(2017) Mnyandu, Lungi Bridget.; Mtembu, Vuyokazi Ntombikayise.
Quality management is a component that is crucial for the achievement of excellence of any organization and for its survival in an ever-changing business environment. Total Quality Management implementation in the Southern African local government structures came in to existence with the intention of enhancing the Municipalities performance and to improve service delivery in the public sector. This research aimed at exploring the concept of Quality Assurance (QA) as a tool for Organizational Performance by investigating Quality Management practices and their effect on organizational performance, using eThekwini Municipality as a case study. This Municipality encounters issues of non-compliance and poor-quality information. Hence it was crucial to conduct this study in order to explore the effect of quality management practices on the performance of eThekwini Municipality to improve overall services. The study was directed by Deming’s theory of Management and Crosby’s theory of Quality Improvement. A qualitative, case study design was implemented in this study. Research was embarked with eThekwini Municipality management and staff within monitoring and evaluation department who were selected purposely due to their high level of knowledge of the subject matter. Data was collected through a semi structured interview process followed by thematic analysis data. Research results of the study revealed that the use of QA as a tool does have an impact on the performance of this municipality. However it also has challenges such as capacity deficiency and minimum continuous Total Quality Management education and training, amongst others. The research contribution was a gain in an understanding of these challenges, as indicated above. The study concludes with recommendations on the options that the municipality could consider for continuous improvement such as compliance with regulations, proper consideration of TQM training needs, filling of vacancies (resource allocation) and focus on customer satisfaction. The research findings are critical for establishing effective service delivery interventions that could improve the performance of eThekwini Municipality. Finally, further research in this area is recommended.
Exploring strategic management paradoxes related to intended and emergent strategies: a case study at Human Sciences Research Council (South Africa).
(2018) Ngcobo, Angeline Sibongile.; Mtembu, Vuyokazi Ntombikayise.; Ntombela, Lungile Londiwe.
As organisational environments become more global, they have changed drastically due to environmental needs and demands resulting to strategic paradoxes. This ultimately encouraged researchers to respond by using different models, asking particular questions like what a strategic paradox is and under what conditions they occur. While this research focused on the intended and emergent strategies, it is diffused across different areas of strategic management including; strategy, paradoxes, strategic paradoxes, as well as intended and emergent strategies. A continuum of different approaches in strategic making is crystallised from the literature. The study suggests that the fast pace of environmental change provide managers unpredictable results for their strategic commitment. The collision of strategic commitment and strategic uncertainty is causing what Raynor (2007) calls the strategy paradox. This study thus endeavoured to unite various views regarding strategic paradoxes, while also sharpening its focus on intended and emergent strategies. This research utilised a qualitative research method by exploring the research questions. The insights from the in-depth interviews formed the basis of the data that was analysed to produce research findings. Results suggested that strategic paradoxes are difficult to avoid even though they can be reduced if the strategy is aligned with the environmental change. The study aimed to make a positive contribution to the body of knowledge on strategy paradoxes by qualitatively exploring strategic paradoxes and hoping to provide answers, to what context do intended and emergent strategies impact the decision making and effectiveness of the Human Sciences Research Council (SA).
Green human-resource management towards sustainable organizations: a case of KwaZulu-Natal higher education institutions.
(2017) Mtembu, Vuyokazi Ntombikayise.; Sibanda, Rosemary.; Hoque, Muhammad Ehsanul.
The Human Resources Management Division, as a strategic partner and one of the important functions in any organisation, can make a significant contribution to ensuring environmental sustainability in the organisations where they operate. Higher education institutions with their power and potential to bring awareness, educate, and influence the nation’s thinking, can provide an invaluable contribution to natural resource conservation. The aim of the study was to explore how the Human Resources Management division can contribute to the crucial cause of natural resource conservation sustainability through the greening of organisations. This was a mixed method study conducted amongst Human Resource Practitioners in operational and management levels from three institutions of higher education. Data were collected using face-to-face interviews and questionnaires. Results indicated that Human Resources (HR) Practitioners had a limited understanding of the concept ‘Green HRM’. Green HR activities in the institutions were mainly applied in recruitment and performance management systems where technologically advanced, green and resource-efficient HR methods were used. Regarding engagement of employees on greening issues, training, and compensation, results showed that nothing much is being done in these activities to incorporate ‘Green HRM’ principles in institutions. There was no established ‘green’ organisational culture in the HR divisions and in institutions at large. The study recommends that green clauses should be incorporated into the vision and mission statements of the instititutions as well as in organisational and HR policies. Management vision and commitment are key in ensuring success of greening strategies. All employees should be consulted and engaged in every stage of the greening process to ensure their buy-in and commitment. There should be financial and human capital investment in green projects to ensure their success. Establishing partnerships with the private sector is also very important as a source of benchmarking and sharing of ideas in greening projects.
The impact of corporate entrepreneurship culture on the quality of interventions by market systems development organisations. a case of AgroBiz.
(2019) Muyambo, Caiphas.; Mtembu, Vuyokazi Ntombikayise.
Corporate entrepreneurship is the process by which organisations create value through introduction of new products, services or processes to ensure competitive advantage. Whilst entrepreneurship is such an important subject and crucial for organisational performance, most market systems development (MSD) organisations have not adopted an entrepreneurial posture in their quest to transform market systems to work better for the poor. The MSD programmes rely largely on the technical skills of staff within the Project Facilitation Unit (PFU) of development organisations. The objective of this study was to explore and understand the role and impact of corporate entrepreneurship in MSD organisations. The study was conducted at AgroBiz, in Mozambique. AgroBiz had a total of 20 employees (the population). Since the population size was small, a census survey technique was adopted for the quantitative study, followed by a snow ball volunteer sampling technique for the qualitative part of the study. The survey was conducted online using Google Forms and the qualitative study was undertaken using telephonic structured interviews. Data analysis was computed using Microsoft Excel and Statistical Package for the Social Sciences (SPSS) and the results were presented in the form of charts, tables and figures. The qualitative part of the study was analysed using the Grounded theory method. It was found that the organisation had a mechanistic structure, characterised by bureaucracy and rigid decision-making control. Even though the level of entrepreneurship was 10 out of 15, other strategic factors such as resource (or capital) availability, leadership and management support and decision-making control were found to be the main barriers to entrepreneurial behaviours. It was recommended that the leadership ought to focus on addressing key variables that prohibit entrepreneurship. Future research should identify the key skills that are required by leadership to effectively develop an entrepreneurial team. There is also an opportunity for academics to identify whether the business model of MSD organisations influences how entrepreneurial the individual employees can be. Lastly, there is need to explore the Hoselitz’s theory further to understand the role of the individual’s socio-economic class on entrepreneurial behaviour.
The impact of performance management appraisal on the employee’s morale and job satisfaction in the city of uMhlathuze.
(2019) Khuzwayo, Penuel Sipho.; Mtembu, Vuyokazi Ntombikayise.
The study investigated the impact of performance appraisal on employee morale and job satisfaction at the City of uMhlathuze. The objective was to identify, investigate and determine performance appraisal system in relation to job satisfaction and employee morale. The study was designed to focus on the accessible population (N=251) of the staff housed at Head Office. The research followed a quantitative structured research design using a positivistic paradigm or worldview. A proportional stratified probability sampling was used to randomly select 132 respondents. A survey method and questionnaire were used to gather data. Inferential and descriptive statistics were used to analyze and present data. Internal validity was ensured by piloting the data collecting instrument and the Cronbach’s alpha internal consistency evaluation. Item analysis was used to determine the reliability constructs in relation to the measuring instrument. Summarily, the study has found that City of uMhlathuze implements a performance appraisal system by rewarding performance and correcting unsatisfactory performance. The study further uncovered a significant correlation between performance appraisal methods with employee morale. The performance appraisal’s fairness and purpose was significantly correlated with employee morale (correlation=0.603, p-value<0.001). In terms of correlation analysis of the relationship between the appraiser’s competence and employee’s morale and job satisfaction, the study indicates that there is significant correlation between the appraiser’s competence, as far as his/her conduct is concerned, and employee morale (correlation=0.592, p-value<0.001). Furthermore, there is a significant correlation between appraiser’s competence, as far as his use of the appraisal system is concerned, and employee morale (correlation=0.542, p-value<0.001). The study safely concludes that the City of uMhlathuze is implementing its performance appraisal system which focuses on various aspects such as employee rewards programme. The study has shown that employee’s morale and job satisfaction is significantly impacted on by the way the appraisal system is run, both from the conduct of the appraiser and the way the system is structured. The appraisal system’s fairness and purpose, employee focus, performance enhancement, loyalty enhancement and skills development aspects were found to impact positively on employee morale. The only aspect of the appraisal system that was found not to have any bearing on employee morale was appraisal frequency. Generally, it was found that most of the employees of COU were not happy with the way the system is implemented. This means that if improvements are made in the implementation of the system, then the positive outcomes in the form of employee morale and job satisfaction will be realized. The positive relationship between good implementation of the system and the morale cannot be overstated and a fair implementation will be expected to yield positive results. This relationship is also confirmed by other studies on the relationship between performance appraisal Moreover, the study concludes that appraiser’s competence has impact on the employee’s morale. This means the appraiser’s competence can either motivate or demotivate the employees. It is therefore crucial for proper training to be offered to appraisers before undertaking employee assessments The study recommends future studies on performance appraisal with a focus on a different context or set-up. The study further recommends more studies, with the focus on mixed methods (i.e. combination of qualitative and quantitative). The study is generalized, and management of City of uMhlathuze should note the findings which should inform future decision making processes at the organization.
Perception on human resource practices and workplace deviance: a case of public Universities in South-West Nigeria.
(2022) Obalade, Grace, Oluwafunmilayo.; Mtembu, Vuyokazi Ntombikayise.
This study examined perception on human resource practices (HRPs) and workplace deviance (WDB) in Nigerian public universities. Studies have revealed that the Nigerian university system is characterised by acts that are ethically and socially wrong. The objective of the study was to evaluate the effects of HRPs and other antecedents of workplace deviance. Primary data were generated from 572 employees of three public universities in the South- Western part of Nigeria, purposely selected for the research, using a structured and open-ended questionnaire. The study employed multiple regression analysis to determine the individual impact of the antecedents (HRPs, organisational justice and personality traits) on WDB. The SMART-PLS SEM was used to determine the aggregate impact of the antecedents of WDB, as well as the mediating and moderating effects. First, the study found that the impact of dimensions of HRPs differ with organisational and interpersonal WDB; however, HRPs jointly reduce WDB. Secondly, the study found that the effect of organisational justice (OJ) on WDB depends on their types; however, the four dimensions of OJ jointly reduce WDB. Thirdly, it was found that honesty-humility, agreeableness and emotionality dimensions (H-HAE) of HEXACO personality domain reduce WDB at individual and aggregate levels. Fourthly, the impact of dimensions of HRPs changes with the forms of OJ, however, HRPs dimensions jointly reduce WDB. Fifthly, the finding shows that OJ is a partial mediator of the HRPs-WDB relationship. Lastly, H-HAE traits do not moderate the relationship between OJ and WDB. Based on the study findings, government and relevant stakeholders must adopt an all-ornothing approach to tackling perception of HRPs and OJ rather than focusing on one of their dimensions if the rising incidences of WDB must be curtailed. The study also recommends that HR departments and government must ensure that individuals who score highest in H-HAE are favoured in the recruitment process.
The place of human resource in developing workplace green behaviour model for eThekwini Municipality Durban, South Africa.
(2020) Ajadi, Taiwo Hassan.; Mtembu, Vuyokazi Ntombikayise.
Green human resources management practice is a pro-environmental behavioural strategy that can be employed by HRM departments or HR managers to make their organization adopt a green workplace culture or behaviour. Municipal government institutions, with their services centred focus, can help its employees and citizens, in general, adopt a pro-environmental behaviour lifestyle. Adoption of pro-environmental behaviours can help save the environment from the scourge of climate change and global environmental challenges. This study aimed to develop a workplace green behaviour model for a municipal institution and its employees. This way, employees can engage in environmentally sustainable practices. Consequently, the employees will contribute to saving the global environment by adopting green practices at their workplace. The study was a mixed-method empirical study conducted among the HR employees of a metropolitan municipality in South Africa. Data was collected through an in-depth interview schedule and a self- administered questionnaire survey. Results indicated that GHRM was not in use or in place at the selected municipal organization. Despite the absence of a GHRM strategy or policy, there were partial green recruitment structures in place for the employees. Green reward and compensation also used to have a recognition award for environmental sustainability initiatives, but presently this is no longer in practice. Although environmental sustainability was acknowledged by the municipality management in the integrated development plan (IDP) as one of the municipal goals, there was nothing to indicate managerial support and other efforts to reach the goal by the management. The findings from the data analysis also showed that the GHRM practices (green recruitment, green training, green reward & compensation, green performance management, and management support) were all significantly positive to influence employee workplace green behaviours. The study recommends that managerial support should institute green centred policies, the inclusion of the policies into the city’s strategic vision and mission, providing special funds for green projects, and drive a consistent massive awareness campaign. A further recommendation suggests that all GHRM practices, such as green recruitment, green training, green reward & compensation, green performance management, and managerial support, must be deliberately applied as a whole and not in part to achieve the desired pro-environmental behaviour. The significant contribution of this study was the proposed conceptual model on how to implement and operationalize greening culture at the municipality.
A study of business succession in Indian family businesses in South Africa.
(2019) Mahomed, Yaaser.; Mtembu, Vuyokazi Ntombikayise.
The aim of this study was to identify and understand the experiences of Indian family businesses in South Africa with regard to business succession. A descriptive research design was selected as it was deemed to be most appropriate method to answer the research question for this study. A positivist research philosophy was utilised to address the research objectives, and inferential statistics were used to answer the research questions. A quantitative approach was selected as it was the most appropriate research methodology that aligned to the research strategy. The data collected through an online survey of 51 businesses owned by persons of Indian origin. The study focessed on six areas that influence business succession: the Stage of the Family Business and Family Control, External Factors, Family Culture and Relationships, Family Conflicts, Readiness of Successor(s), and Identification of Successor(s). The key findings of the study highlighted that relationships exist between Stages of the Business and Family Control, Family Culture and Relationships, Family Conflicts, and Identification of Successor (Relationship) with the level of preparedness for business succession. Additional factors influencing the implementation of succession planning in South African Indian family businesses included: the relationship of readiness for business succession and the stage of the business (1st/ 2nd/ 3rd generation), the size of the business, the level of conflict in a business, value-driven businesses, key desired attributes in potential successors, areas of conflict and the readiness of a business for the exit of key member(s). The implications of this study for theory and practice highlights the significance of the process of business succession and encourages those who have not started this process, to realise this and begin paving the way for a successful and sustainable multi-generational business
The impact of leadership styles on employee performance: a case of Umgeni Water.
(2021) Ngcobo, Hlengiwe Balindile.; Mtembu, Vuyokazi Ntombikayise.
The impact of leadership styles on employee performance was evaluated at Umgeni Water. The study was essential to gain insight into leadership and draw conclusions and recommendations to achieve optimal performance levels. The study will likely provide Umgeni Water leaders insight into leadership styles' impact on employee performance. The study also aimed to discover the most preferred leadership styles to effectively build optimal attitudes and behaviour towards achieving organisational goals, allowing leaders to introspect and improve. In addition, the study provided the basis for aspiring leaders and managers to improve their leadership skills. The study was designed as a quantitative research study employing statistical modelling at a descriptive and inferential level to assess the relationship between leadership styles and employee performance. The questionnaire was administered electronically using QuestionPro software. The results presented in this study were computed using the Stata version 17 software for data analysis. The target sample size proposed using sample size guidelines proposed by Krejcie and Morgan (1970) was 200 cases selected from a pool of 1039 employees randomly selected to participate in the online survey. The results analysis has shown that employee performance varies among employees based on their age groups, gender, and educational status. The study found that the democratic leadership style is the most preferred leadership style among employees. However, it was observed that, generally, leadership styles do not influence the constructs of employee performance, with a very low correlation observed between constructs of employee performance and leadership styles. Using regression analysis, it was observed that other constructs are generally non-significant on employee performance except for the influence of democratic leadership on job design. In contrast, most studies found the autocratic leadership style ineffective. This study discovered that the preference for autocratic leadership depends on the age cohort and educational level. In the analysis of dominant leadership styles at Umgeni Water, it was observed that while the democratic leadership style was predominant, there was an observed preference for autocratic leadership style among employees across all gender and racial categories. The study concluded that organisations could be strengthened by establishing democratic leadership styles that foster optimal employee performance.