Presents the findings in respect of two research objectives, which form part of a larger research project on the status and nature of Master of Business Administration…
Presents the findings in respect of two research objectives, which form part of a larger research project on the status and nature of Master of Business Administration (MBA) programmes in South Africa. In a summary form, the relevant research objectives are: to compare and contrast the opinions of MBA graduates and employers (representing business practice) on the relative importance of core courses for running a business, and management skills and traits required in the business environment; to achieve the above, two independent empirical surveys were conducted, canvassing the perceptions and opinions of 633 MBA graduates and 245 employers. The main findings emphasised the relative importance attached to core courses and management skills and traits by both MBA graduate and employer respondents, but also the substantial disparities between these two groups. Concludes with the implications of these findings.
The primary purpose of this article is to report on the opinions and perceptions of graduates of the quality and standing of South African Masters of Business Administration (MBA) programmes. This article seeks to assess specific outcomes of the MBA programmes offered by South African business schools; to gauge the quality of the MBA programmes of South African business schools, based on graduates’ perceptions; to extract factors relating to the MBA programme outcomes; and MBA programme quality; and to elicit the opinions of graduates on the future development of the MBA programme in South Africa. The main findings pertain to the MBA graduates’ perceptions of the outcome and quality of the MBA programme as well as the most prominent findings in respect of the open question on the future development of South African MBA programmes, from the perspective of graduates.
Total quality management resulting from total customer satisfaction today can mean giving every customer a product tailored specifically to his or her needs. In the past, manufacturing was usually characterized by keeping costs down with economies of scale. Mass customization can result in a challenging manufacturing environment typified by both high volume and an excellent product mix, where customers expect individualized products at the same price as they paid for mass‐produced items. Meeting this challenge requires profound changes in the manufacturing process and in organizational dynamics. Despite the potential offered by mass customization it is necessary that organizations ensure that such a strategy is the optimal route for their business before embarking on full scale mass customization.
Total quality management resulting from the quest for total customer satisfaction implies giving every customer a product tailored specifically to their needs at a price…
Total quality management resulting from the quest for total customer satisfaction implies giving every customer a product tailored specifically to their needs at a price comparable to that of mass produced products. Mass customisation offers several benefits, but are organisations ready for the paradigm shift? Three sets of factors that are indicative of the move from mass production to mass customisation were tested empirically in selected South African organisations, namely: industry, competitive and environmental considerations; products/services and structural arrangements; and organisational orientation. If the organisation is ready to make the paradigm shift, it still needs to determine the kind of customisation required to create unique customer value within the limits of its capabilities and orientation.
The purpose of this paper is to demonstrate insights into cross‐cultural conflict, identity and values amongst selected managers within a South African management context. It aims to increase the understanding of these complexities from an academic managerial perspective, thereby providing in‐depth information which can lead to the development of managerial training tools for improving diversity and conflict management in the described context.
The authors selected qualitative data from a case study that was conducted in the international South African automotive industry. The case study was based on the post‐modernist premise by considering phenomenological and interpretative paradigms most relevant.
Findings show conflicts in managerial communication and treatment, position and competition, organisation, race and gender and are often defined as “cross‐racial” conflict fuelled by the society's past.
The generalisability is limited to this specific context and needs to be proven by follow‐up studies which expand the context and the methodological approach of the study.
Practical suggestions address the implementation of training tools, coaching and counselling in cross‐cultural conflict management. They are anticipated to create awareness on managing the present challenges and are aimed at managers and international organisations investing in South Africa.
The paper provides new insights into the discussion on human resource management in a specific South African management context by referring to the highly important topics of cross‐cultural conflict, values and identities.
The ability of small businesses to make and adjust to the paradigm shift needed to benefit from the Japanese production theory has been questioned in the literature. Zangwill (1992) questioned the limits of the Japanese Production Theory (JPT) and in a subsequent paper (Zangwill, 1994) held on to his argument about the limits of the Japanese Production Theory. In this paper, the Japanese Production Theory is first discussed, followed by a discussion of the consistency between the traditional EOQ theory and the Japanese production theory, critique of the Zangwill’s argument, and issues related to the relevance of the Japanese production theory to small businesses.
The purpose of this paper is to report on a study that investigated the information security culture in organisations in South Africa, with the aim of identifying key…
The purpose of this paper is to report on a study that investigated the information security culture in organisations in South Africa, with the aim of identifying key aspects of the culture. The unique aspects for building an information security culture were examined and presented in the form of an initial framework. These efforts are necessary to address the critical human aspect of information security in organisations where risky cyber behaviour is still experienced.
Literature was investigated with the focus on the main keywords security culture and information security. The information security culture aspects of different studies were compared and analysed to identify key elements of information security culture after which an initial framework was constructed. An online survey was then conducted in which respondents were asked to assess the importance of the elements and to record possible missing elements/aspects regarding their organisation’s information security culture to construct an enhanced framework.
A list of 21 unique security culture elements was identified from the literature. These elements/aspects were divided into three groups based on the frequency each was mentioned or discussed in studies. The number of times an element was found was interpreted as an indication of how important that element/aspect is. A further four aspects were added to the enhanced framework based on the results that emerged from the survey.
The value of this research is that an initial framework of information security culture aspects was constructed that can be used to ensure that an organisation incorporates all key aspects in its own information security culture. This framework was further enhanced from the results of the survey. The framework can also assist further studies related to the information security culture in organisations for improved security awareness and safer cyber behaviour of employees.