ResearchSpace
ResearchSpace is the institutional repository of the University of KwaZulu-Natal, unlocking knowledge, empowering impact, and preserving UKZN's research legacy.
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Leading through multiple disruptions in a printing organisation in Durban, South Africa.
(2023) Mooninthan, Cadene.; Proches, Cecile Naomi Gerwel.
The past few years in South Africa has been both economically and psychologically challenging for many South Africans and organisations in the country. The country has faced multiple disruptions and many social and economic challenges. Through these disruptions, organisations were required to be consistently knowledgeable and innovative to rise above the competition as the world of business is changing and growing at a rapid pace. Operating in a Volatile, Uncertain, Complex, and Ambiguous (VUCA) business environment requires strong and effective leadership to guide and lead the organisation forward toward growth and success. Leading through the multiple disruptions has become increasingly challenging for many leaders and organisations, however, this study has been restricted to a printing organisation in Durban which is the InsideData Group. The study aimed to identify the multiple disruptions affecting the printing organisation in Durban, to understand the leadership response to the
multiple disruptions, and to identify what leadership practices should be implemented to effectively deal with the multiple disruptions in the future. This study focused on gaining a leadership perspective on the challenges of being an effective leader while managing the multiple disruptions in the organisation. The research was conducted by applying a qualitative research approach. The data was collected by conducting semi-structured interviews with 10 senior-level leaders in the organisation. A non-probability sampling method was conducted to select the participants which was purposive sampling. The data analysis was conducted using the thematic data analysis approach. The findings of the study highlighted the identification of the recent multiple disruptions, their impact on the organisation, the challenges that leaders encountered during these disruptions, the leadership response to the disruptions, the different leadership styles used in the organisation, how leaders managed organisational performance, and the methods of business improvement to be implemented to manage the multiple disruptions. The study offers recommendations to leaders on leadership practices to consider when faced with future disruptions such as implementing leadership training programs, developing a network of teams, maintaining communication and transparency, and instilling effective leadership styles and traits in current leaders or new recruits. The study also provides recommendations for further research which is to gain an employee perspective on the multiple disruptions and their leadership expectations. This study can also be extended by incorporating leaders in different printing organisations.
Investigating the factors that influence employee retention at Vector Logistics in South Africa.
(2023) Taylor, Daniel.; Chummun, Bibi Zaheenah.
Employee retention can be acknowledged as an important area of study due to the implications for company management. This area of study has become even more important with the occurrence of what has been termed The Great Resignation as millions of employees are resigning from their jobs post-COVID-19. Employee retention is the effort an employer makes to keep desirable employees to continue meeting organisational objectives. Without an active effort to keep employees engaged, employees can be attracted to other opportunities and may leave the company.
The study focused on Vector Logistics in South Africa. Consumers need products from various industries including food, electronics, textiles, and furniture among many others, making the logistics industry important for the delivery of these products and the functioning of the economy.
Furthermore, fuel, energy, truck-building and other cost increases result in logistics companies searching for ways to keep costs low to prevent cost increases to customers. This study was commissioned to review the factors influencing employee retention at Vector Logistics in South Africa.
The information gathered was used to highlight which strategies have been implemented and the success of each. A quantitative study was developed to achieve these aims with a close-ended questionnaire provided to the sample of the 28 employees of the HR department at Vector Logistics in South Africa. Therefore, the study will assist Vector Logistics with insights into manpower which is the most important asset in a company. By providing insights into factors influencing employee retention, the study will help Vector Logistics implement better strategies to retain employees.
Promoting gender equality in the Department of Public Works in KwaZulu-Natal.
(2023) Lukele, Faith Sanelisiwe.; Yalezo, Bhasela.
For many years, women worldwide have continued to experience discriminatory practices both in the workplace and in society. One of the discriminatory practices faced by women is their exclusion in leadership positions. Post-1994, the South African government has promulgated several different legislative frameworks and policies to redress gender equality, discrimination and empower women. Despite the government efforts, there seems to be a common consensus among scholarly researchers that gender inequality still prevails in the South African workplace After twenty-nine years of democracy. Against this background, the present study aims to promote gender equality in the South African workplace by focusing on the Department of Public Works. A quantitative research will be conducted to collect data so that information can be quantified and subjected to statistical treatment to support or refute “alternate knowledge claims. The study will be conducted in the Department of Public Works. Given the total population of about 200 employees, the sample size of 132 was selected using simple random sampling. However, the data was were collected from 124 through an online survey (questionnaire). The reliability and validity of the measuring instrument were measured through a pilot study. The data was analysed using the Statistical Package for the Social, version 27.0. The study concluded that the factors such as women empowerment, organisational culture, leadership commitment and organisational structure were the most important factors that contributed to reducing gender inequality in the Department of Public Works. Also, the results revealed that gender equality impacted employee retention and performance significant in the Department of Public Works. On the contrary, the study found no significant relationship between gender equality and employee job security. This study provides a better knowledge of the discriminatory practices against women, especially those in leadership position in the Department of Public Works. Therefore, the study will service as an important tool for promoting gender equality in the Department of Public Works and other Departments in South Africa. The study recommends that organisations, including the Department of Public Works implement gender balance policies and practices to help reduce gender inequality.
Re-conceptualizing fiscal decentralization framework to improve service delivery: a case of uMgungundlovu District Municipality.
(2023) Msomi, Buhlebakhe.; Nzimakwe, Thokozani Ian.
This research explored the concept of fiscal decentralisation by proposing a comprehensive framework tailored to the unique context of the uMgungundlovu District Municipality. Fiscal decentralisation, a pivotal component of effective governance, aims to redistribute financial authority and responsibility between higher-level governments and local authorities. This research aimed to redefine the fiscal decentralisation framework within the uMgungundlovu District Municipality, with a focus on crafting a comprehensive model that accommodates the distinctive socio-economic and political intricacies of the region. The research problem stems from the absence of a customized fiscal decentralisation framework tailored to the nuances of the district, as the conventional one-size-fits-all approach to fiscal decentralisation seem to fall short in effectively addressing the unique challenges faced by uMgungundlovu. In doing so, it sought to address the research problem of how fiscal decentralisation can be effectively structured and implemented to promote local development and efficient resource allocation. Employing a qualitative research approach, the study utilised purposive sampling to select 19 participants with in-depth knowledge and experience in local governance and fiscal matters. Thematic analysis was employed to analyse these qualitative data, identifying recurring patterns, concepts, and insights related to fiscal decentralisation within uMgungundlovu District Municipality. The findings underscore the need for community participation in fiscal decision-making, emphasizing the need for a re-conceptualized framework that empowers both local governments and actively involves communities in budgetary discussions. The findings thus stressed the importance of capacity building and institutional strengthening at the local level, addressing challenges in human resources, financial management, and technological infrastructure. The research recommends targeted interventions to enhance local government capabilities. Moreover, it contributes to the theoretical foundations of fiscal decentralization by promoting a context-specific approach, incorporating community perspectives, and offering practical guidance for policymakers to design and implement effective policies aligned with the realities of local governance. Based on the study's outcomes, it is recommended that uMgungundlovu District Municipality develop a clear and inclusive fiscal decentralisation framework tailored to its unique socio-economic context. This framework should address issues of revenue generation, allocation, and expenditure, while also emphasising mechanisms for transparent governance and community involvement.
Effects of digital transformation on employee morale in the business banking department of a financial organization.
(2023) Dookie, Deepak.; Chummun, Bibi Zaheenah.
Many organizations are undergoing digital transformation to remain competitive. Digital transformation in these organizations involves replacing old software with new software or automating manual processes. Organizations undergo this transformation without considering the effect on employees. This digital transformation process has a direct impact on employees. The study aimed to uncover the effects this transformation has on employee morale; the benefits of digital transformation and the strategies organizations should follow when implementing digital transformation. A quantitative study was conducted in the business banking division of a large financial services organization. The sampling technique used was stratified random. There was a total of fifty people that was sent a questionnaire within the business banking division of the financial services organisation. It was found that the benefits of digital transformation included streamlining of the operational process in the department, reducing manual activities, automating repetitive tasks, and minimizing errors. Respondents also showed positive results towards digital transformation increasing efficiency and allowing for more efficient data gathering and utilization of that data to gain valuable insights. Data from the questionnaire showed that employee morale increased with the introduction of digital transformation. Employees can do more meaningful work with the automation of tasks, thus doing more complex work and having a sense of accomplishment when complete. Digital transformation leads to increased motivation in employees with the desire to learn new skills and grow their career. Strategies needed to successfully implement digital
transformation included training of employees on the new technologies to boost confidence and increase morale. Employees want to be included in the transformation process by providing inputs to decision-making. There needs to be clear and transparent communication from leaders during digital transformation. The data showed that employees require rewards while undergoing the transformation journey as this increases morale and allows adoption and culture shift to happen quickly. Lastly employees should be provided feedback regularly to show that their opinion matters, this increases morale. It is recommended that organizations embrace digital transformation totally and utilize the strategies identified in the study.