Lynette Louw - Academia.edu (original) (raw)

Papers by Lynette Louw

Journal of intercultural communication, Mar 1, 2024

Journal of Intercultural Communication, Nov 19, 2012

Chinese Organizations in Sub-Saharan Africa, 2020

Chinese Organizations in Sub-Saharan Africa, 2020

Determining the value of the independent financial advisor's (IFA) practice is subject to a r... more Determining the value of the independent financial advisor's (IFA) practice is subject to a range of uncertainties. The success of the most profitable international financial advisory practices has been ascribed to the implementation of best business practices (BBP). The contribution BBP render to enhancing the value of the practice can, therefore, not be negated. BBP assist the IFA with key functions related to Finance and Reporting, Potential Clients, Client Relationship Management, Staff Management, Operational Efficiency, External Environment, Business Continuity and Business Entity and Client Access. Based on the findings of this research, the following two conclusions have been reached. The implementation of BBP contributes toward enhancing client experience, increasing profitability, improving the value of the IFA's practice and ensuring the continuity thereof. The extent to which BBP were implemented by IFAs; however, is low. This finding, combined with a demonstrate...

Communicare: Journal for Communication Studies in Africa, Oct 11, 2022

Within the field of intercultural communication, the position of theorist is adopted, to rethink ... more Within the field of intercultural communication, the position of theorist is adopted, to rethink and reframe existing insights by creatively combining them in a more useful and holistic way, towards intercultural communication effectiveness (congruence). More specifically, this paper is premised on the view that intercultural communication awareness resulting from an understanding of communication cultures of those in interaction can enable development of appropriate strategies for enhancing intercultural communication effectiveness (ICE). Thus, with reference to the Sino-African cultural context, a synthesis of literature on culture and communication in Western, African, and Chinese cultures on the basis of a conceptual framework for intercultural communication effectiveness is conducted. The result is a framework reflecting potential synergies and differences in communication culture and patterns, while also suggesting low culture distance between African and Chinese culture. A higher culture distance is reported when African and Chinese cultures are compared to Western cultures. Patterns of similarity and difference in African and Chinese communication culture are also presented. This paper contributes to the limited knowledge of intercultural communication in Sino-African interactions by providing insights into African communication culture and comparing three cultures (Chinese, African, and Western). 1 48 Chigwendere & Louw: Towards intercultural communication effectiveness (congruence) in Sino-African interactions: A theoretical perspective 49 INTRODUCTION The global outlook of business demands that managers learn to function effectively in other cultures (Dean & Popp, 1990; Hammer, Gudykunst & Wiseman, 1978). For instance, in a foreign environment, "Knowing how to listen, how to interrupt, how to praise, and how to scold, are more important to a foreign manager than learning the language" (Berger, 1987 as cited in Dean & Popp, 1990:405). The same principles apply to organisational incumbents in the host country as they strive to interact in a way that both effectively meets their goals and accommodates their societal norms. In the case of sub-Saharan Africa, the prevalence of Chinese organisations presents a melting pot of culturally diverse personnel, presenting both challenges and opportunities. Inclusive of the intercultural communication barriers and challenges faced, are ethnocentrism (Okech, Pimpleton,

European Business Review, Oct 18, 2011

PurposeThe purpose of this paper is to demonstrate insights into cross‐cultural conflict, identit... more PurposeThe 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.Design/methodology/approachThe 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.FindingsFindings 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.Research limitations/implicationsThe 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 implicationsPractical 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.Originality/valueThe 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.

African Journal on Conflict Resolution, Jul 1, 2008

Quality Assurance in Education, Mar 1, 2001

The primary purpose of this article is to report on the opinions and perceptions of graduates of ... more 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.

International Journal of Cross Cultural Management, Apr 1, 2012

Conflict is part of being human and thus it is a pervasive aspect of socio-cultural and professio... more Conflict is part of being human and thus it is a pervasive aspect of socio-cultural and professional interaction. People who have never experienced conflict at the workplace are 'living in a dream world, blind to their surroundings or are confined to solitary confinement' (Boohar, 2001). Over the past decades there has been an increase in research on conflict and its management both internationally and at an interdisciplinary level (Rahim, 1989; Thomas, 1992). Conflict and its management have therefore been researched from different angles and disciplinary perspectives, such as psychology, behavioural sciences, sociology, communication, health sciences and anthropology (Wall and Callister, 1995; Vecchio, 2000). Despite the increase in the number of concepts and definitions of conflict, there is no comprehensive definition of conflict and conflict theory in general. Management scientists have shared renewed interest in the subject of conflict and its management in workplaces (

Organization Management Journal, Dec 1, 2012

The unprecedented human immune deficiency virus and acquired immune deficiency syndrome (HIV/AIDS... more The unprecedented human immune deficiency virus and acquired immune deficiency syndrome (HIV/AIDS) crisis worldwide, and specifically in Africa, requires new thinking, new practices, and new research into health management. Identifying the challenges in managing HIV/AIDS from a health professional's perspective would bring new opportunities and uncertainties to health management. Being able to use the opportunities and to better cope with the uncertainties would require a fundamental change and transformation in organizational health management, thinking, and practices. This case study presents selected research findings from a more comprehensive qualitative research study conducted in a selected health organization in South Africa. The aim is to assess managerial perspectives by (a) introducing the theoretical aspects on challenges in health management in South Africa and (b) presenting selected qualitative research findings from a selected health organization in the Eastern Cape, South Africa. Research findings indicate that health management is strongly influenced by national and provincial health policies, donors, funders, communication processes, and culture-related stigmatization, all of which impact strongly on managing the disease.

European journal of cross-cultural competence and management, 2011

Studies in organisational conflict management have gained interest in business and management sci... more Studies in organisational conflict management have gained interest in business and management sciences in the past decade. At the same time, the potential for transcultural conflict has grown. The challenge for South African managers is to find creative solutions for managing a highly diverse workforce and the transcultural conflicts that occur. In order to reduce this transcultural conflict potential in a globalised work environment, it is important to redefine individual and cultural values and identities and make possible the construction of multiple, transcultural identities that are aligned with adaptive value concepts. The purpose of this article is to assess managerial perspectives on transcultural conflict, values and identity in a selected organisation in the automotive industry in the South African context. This study adopts an exploratory research approach by using qualitative methodologies within the phenomenological and interpretative research paradigms. With this approach, the article aims at gaining a deeper understanding of transcultural conflict in the South African organisational work context. The research findings lead to conclusions and recommendations with regard to managing transcultural conflicts in the selected context, which are of importance for researchers and practitioners in Europe who focus on transcultural business management in South Africa.

Management-Revue, 2013

This study focuses on the construction of identity concepts and values, in the process of develop... more This study focuses on the construction of identity concepts and values, in the process of developing managerial identities within a selected publically owned utility in South Africa. The methodology used is a multi-method case study approach which is conducted in the phenomenological, qualitative research paradigm. The findings show that managers define themselves in terms of "intra-personal" and "social identities" which are based on strong individual and socio-cultural value foundations. Data highlight that managerial identities are connected to the organisational identity. Seventeen years after the end of apartheid, managerial identities are no longer reduced and limited to fixed racial, cultural or professional identities founded on historic perspectives, but are rather viewed as a dynamic cross-cultural construct of interpersonal interactions. This article provides the reader with new insights into managerial identity constructions in a multicultural public utility setting in post-apartheid South Africa.

SA journal of human resource management, Apr 20, 2009

This article presents a case study on organisational confl ict in a selected international organi... more This article presents a case study on organisational confl ict in a selected international organisation in the South African automotive industry to increase the contextual understanding of the topic. Data was gathered through in-depth interviews with 45 senior and middle managers in the selected international organisation at the head offi ce and two branches in Gauteng and at one branch in KwaZulu-Natal. The data analysis was conducted through content analysis as well as triangulation of data. The research results show that managers in this industry in post-apartheid South Africa experience organisational confl icts that are associated with their managerial values and identities.

Computer Fraud & Security, Oct 1, 2006

An information security solution should be a fundamental component in any organization. One of th... more An information security solution should be a fundamental component in any organization. One of the major difficulties in achieving the assimilation of information into an organization is the actions and behaviour of employees. To ensure the integration of information security into the corporate culture of an organization, the protection of information should be part of the daily activities and second-nature behaviour of the employees.

Acta commercii, Feb 27, 2015

This study focuses on an assessment of managerial job satisfaction and commitment in the context ... more This study focuses on an assessment of managerial job satisfaction and commitment in the context of a vibrant and rapidly changing public utility from a positive organisational behaviour (POB) perspective. It aims at contributing towards an in-depth understanding of positive micro-organisational behaviour. Problem investigated: The aim of this study was to gain deeper insights into the relationship between job satisfaction (JS) and organisational commitment (OC) in terms of the 'how and why' at a selected public utility in the Eastern Cape Province. Design: This single case study uses a mixed-method approach within the pragmatism research paradigm. Findings: Findings show that managers across cultures share a positive organisational psychology approach on JS and OC. The JS of managers is mainly influenced by their satisfaction with working with colleagues and supervisors, and with strategies of motivation, as well as their dissatisfaction with the use of power, pay and promotion. OC was mainly influenced by positive collegial relationships, the organisation's positive influence on the environment and on others, the enabling work environment and the location of the organisation. Originality/value: The article introduces new ideas in positive organisational behaviour research and reconstructs the image of South African organisational behaviour based on qualitative and quantitative data. Conclusion: This article shows that post-modern African organisations are opening new frontiers to building positive-oriented organisational cultures whilst creating constructive and future-orientated mindsets, which may spill over into society.

South African journal of higher education, Feb 1, 2002

The research on which this article reports, deals with the opinions and perceptions of 245 employ... more The research on which this article reports, deals with the opinions and perceptions of 245 employers of the profile of MBA graduates. The research findings form part of a more comprehensive study on the status and nature of the MBA programme in South Africa. This article reports on the following research objectives: To establish the profile of the ideal and the actual MBA graduate. To assess whether significant differences exist between the profiles of the ideal MBA graduate and the actual MBA graduate. To extract factors relating to the employers' perceptions of the ideal MBA graduate. To elicit the opinions of employers on the future development of the MBA programme in South Africa. The main research findings indicate a disparity between the profiles of the ideal and actual MBA graduate. In terms of specific variables that can shape the profile of MBA graduates, it was found that employers were neither satisfied with the liaison between employers and business schools nor with the MBA graduates' proficiency in leadership, interpersonal, entrepreneurial and communication skills; and that they were concerned about the integration of knowledge across functional areas. Noteworthy the following: employers stated that graduates seemed excessively concerned about earning top-level salaries and that their expectations often exceeding their experience and ability. The article concludes with the most prominent findings with respect to the profile of MBA graduates and the future development of South African MBA programmes. South African Journal of Higher Education Vol.16(2) 2002: 158-165

Africanus, 2008

The investment interest from multinational organisations in South Africa has grown since the coun... more The investment interest from multinational organisations in South Africa has grown since the country began the process of re-evaluating the past. South Africa is challenged by issues of organisational and human resource management, multiculturalism, and economic and political changes in the social and economic sectors. This article discusses the role of South African organisations, their emerging management practices and organisational capacities in management, and potentialities for sub-Saharan Africa. The authors discuss seven propositions for South African organisations that may function as a model for sub-Saharan countries in managing culture and change in organisational settings. The critical discussion of these propositions leads to recommendations on managing culture and change in South African contexts that may be transferred to other sub-Saharan countries, not forgetting that South Africa may also have something to learn from other African countries.

Water SA, 2018

We analyse the impact of failing to control invasive alien plants (IAPs) on the water supply to t... more We analyse the impact of failing to control invasive alien plants (IAPs) on the water supply to the Berg River and De Hoop Dams, in other words, the opportunity cost of not clearing IAPs in these two catchments. To do this we used models to assess and compare the impact of current and future invasions on inflows into the dams. Although the clearing of current invasions would only provide a modest increase in the amount of water compared to, for example, the construction of another dam, failure to clear the invasion will have a negative impact on water security in the long term. We estimated that the Berg River Dam could lose up to 51% of its mean annual inflows to IAPs over a 45-year period, and the De Hoop Dam catchment could lose up to 44%. These impacts would continue to increase over time, and the costs of control could become very high as the plants invade rugged terrain. Major infrastructural development requires Ministerial approval, supported by advice from senior officials....

Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2005

The literature suggests that entrepreneurs are not only persons who start up businesses, but are ... more The literature suggests that entrepreneurs are not only persons who start up businesses, but are also persons who are entrepreneurially orientated, in that they possess certain characteristics or traits to varying degrees. The objectives of this study were to report on the levels of students' entrepreneurial orientation in three different countries, and to establish whether significant differences exist between the students studying in the three countries concerned, regarding their level of entrepreneurial orientation. "Entrepreneurial orientation" refers to the combination of psychological traits, characteristics, attitudes and values representing the entrepreneurial prototype. The entrepreneurial prototype is an individual inclined to entrepreneurial behaviour and therefore more likely to initiate a business venture than an individual lacking these traits. Convenience sampling was used to measure the responses of 1 528 undergraduate Commerce students. The sample consisted of 758 South African, 379 American and 391 Dutch students. South Africa and the USA had three of the top four most developed entrepreneurial traits in common, and the four lowest-scoring traits in all three countries were the same. Significant differences were found between the students in the three countries, with regard to all the entrepreneurial traits investigated. The USA respondents scored significantly higher for the majority of traits under investigation.

Journal of intercultural communication, Mar 1, 2024

Journal of Intercultural Communication, Nov 19, 2012

Chinese Organizations in Sub-Saharan Africa, 2020

Chinese Organizations in Sub-Saharan Africa, 2020

Determining the value of the independent financial advisor's (IFA) practice is subject to a r... more Determining the value of the independent financial advisor's (IFA) practice is subject to a range of uncertainties. The success of the most profitable international financial advisory practices has been ascribed to the implementation of best business practices (BBP). The contribution BBP render to enhancing the value of the practice can, therefore, not be negated. BBP assist the IFA with key functions related to Finance and Reporting, Potential Clients, Client Relationship Management, Staff Management, Operational Efficiency, External Environment, Business Continuity and Business Entity and Client Access. Based on the findings of this research, the following two conclusions have been reached. The implementation of BBP contributes toward enhancing client experience, increasing profitability, improving the value of the IFA's practice and ensuring the continuity thereof. The extent to which BBP were implemented by IFAs; however, is low. This finding, combined with a demonstrate...

Communicare: Journal for Communication Studies in Africa, Oct 11, 2022

Within the field of intercultural communication, the position of theorist is adopted, to rethink ... more Within the field of intercultural communication, the position of theorist is adopted, to rethink and reframe existing insights by creatively combining them in a more useful and holistic way, towards intercultural communication effectiveness (congruence). More specifically, this paper is premised on the view that intercultural communication awareness resulting from an understanding of communication cultures of those in interaction can enable development of appropriate strategies for enhancing intercultural communication effectiveness (ICE). Thus, with reference to the Sino-African cultural context, a synthesis of literature on culture and communication in Western, African, and Chinese cultures on the basis of a conceptual framework for intercultural communication effectiveness is conducted. The result is a framework reflecting potential synergies and differences in communication culture and patterns, while also suggesting low culture distance between African and Chinese culture. A higher culture distance is reported when African and Chinese cultures are compared to Western cultures. Patterns of similarity and difference in African and Chinese communication culture are also presented. This paper contributes to the limited knowledge of intercultural communication in Sino-African interactions by providing insights into African communication culture and comparing three cultures (Chinese, African, and Western). 1 48 Chigwendere & Louw: Towards intercultural communication effectiveness (congruence) in Sino-African interactions: A theoretical perspective 49 INTRODUCTION The global outlook of business demands that managers learn to function effectively in other cultures (Dean & Popp, 1990; Hammer, Gudykunst & Wiseman, 1978). For instance, in a foreign environment, "Knowing how to listen, how to interrupt, how to praise, and how to scold, are more important to a foreign manager than learning the language" (Berger, 1987 as cited in Dean & Popp, 1990:405). The same principles apply to organisational incumbents in the host country as they strive to interact in a way that both effectively meets their goals and accommodates their societal norms. In the case of sub-Saharan Africa, the prevalence of Chinese organisations presents a melting pot of culturally diverse personnel, presenting both challenges and opportunities. Inclusive of the intercultural communication barriers and challenges faced, are ethnocentrism (Okech, Pimpleton,

European Business Review, Oct 18, 2011

PurposeThe purpose of this paper is to demonstrate insights into cross‐cultural conflict, identit... more PurposeThe 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.Design/methodology/approachThe 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.FindingsFindings 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.Research limitations/implicationsThe 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 implicationsPractical 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.Originality/valueThe 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.

African Journal on Conflict Resolution, Jul 1, 2008

Quality Assurance in Education, Mar 1, 2001

The primary purpose of this article is to report on the opinions and perceptions of graduates of ... more 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.

International Journal of Cross Cultural Management, Apr 1, 2012

Conflict is part of being human and thus it is a pervasive aspect of socio-cultural and professio... more Conflict is part of being human and thus it is a pervasive aspect of socio-cultural and professional interaction. People who have never experienced conflict at the workplace are 'living in a dream world, blind to their surroundings or are confined to solitary confinement' (Boohar, 2001). Over the past decades there has been an increase in research on conflict and its management both internationally and at an interdisciplinary level (Rahim, 1989; Thomas, 1992). Conflict and its management have therefore been researched from different angles and disciplinary perspectives, such as psychology, behavioural sciences, sociology, communication, health sciences and anthropology (Wall and Callister, 1995; Vecchio, 2000). Despite the increase in the number of concepts and definitions of conflict, there is no comprehensive definition of conflict and conflict theory in general. Management scientists have shared renewed interest in the subject of conflict and its management in workplaces (

Organization Management Journal, Dec 1, 2012

The unprecedented human immune deficiency virus and acquired immune deficiency syndrome (HIV/AIDS... more The unprecedented human immune deficiency virus and acquired immune deficiency syndrome (HIV/AIDS) crisis worldwide, and specifically in Africa, requires new thinking, new practices, and new research into health management. Identifying the challenges in managing HIV/AIDS from a health professional's perspective would bring new opportunities and uncertainties to health management. Being able to use the opportunities and to better cope with the uncertainties would require a fundamental change and transformation in organizational health management, thinking, and practices. This case study presents selected research findings from a more comprehensive qualitative research study conducted in a selected health organization in South Africa. The aim is to assess managerial perspectives by (a) introducing the theoretical aspects on challenges in health management in South Africa and (b) presenting selected qualitative research findings from a selected health organization in the Eastern Cape, South Africa. Research findings indicate that health management is strongly influenced by national and provincial health policies, donors, funders, communication processes, and culture-related stigmatization, all of which impact strongly on managing the disease.

European journal of cross-cultural competence and management, 2011

Studies in organisational conflict management have gained interest in business and management sci... more Studies in organisational conflict management have gained interest in business and management sciences in the past decade. At the same time, the potential for transcultural conflict has grown. The challenge for South African managers is to find creative solutions for managing a highly diverse workforce and the transcultural conflicts that occur. In order to reduce this transcultural conflict potential in a globalised work environment, it is important to redefine individual and cultural values and identities and make possible the construction of multiple, transcultural identities that are aligned with adaptive value concepts. The purpose of this article is to assess managerial perspectives on transcultural conflict, values and identity in a selected organisation in the automotive industry in the South African context. This study adopts an exploratory research approach by using qualitative methodologies within the phenomenological and interpretative research paradigms. With this approach, the article aims at gaining a deeper understanding of transcultural conflict in the South African organisational work context. The research findings lead to conclusions and recommendations with regard to managing transcultural conflicts in the selected context, which are of importance for researchers and practitioners in Europe who focus on transcultural business management in South Africa.

Management-Revue, 2013

This study focuses on the construction of identity concepts and values, in the process of develop... more This study focuses on the construction of identity concepts and values, in the process of developing managerial identities within a selected publically owned utility in South Africa. The methodology used is a multi-method case study approach which is conducted in the phenomenological, qualitative research paradigm. The findings show that managers define themselves in terms of "intra-personal" and "social identities" which are based on strong individual and socio-cultural value foundations. Data highlight that managerial identities are connected to the organisational identity. Seventeen years after the end of apartheid, managerial identities are no longer reduced and limited to fixed racial, cultural or professional identities founded on historic perspectives, but are rather viewed as a dynamic cross-cultural construct of interpersonal interactions. This article provides the reader with new insights into managerial identity constructions in a multicultural public utility setting in post-apartheid South Africa.

SA journal of human resource management, Apr 20, 2009

This article presents a case study on organisational confl ict in a selected international organi... more This article presents a case study on organisational confl ict in a selected international organisation in the South African automotive industry to increase the contextual understanding of the topic. Data was gathered through in-depth interviews with 45 senior and middle managers in the selected international organisation at the head offi ce and two branches in Gauteng and at one branch in KwaZulu-Natal. The data analysis was conducted through content analysis as well as triangulation of data. The research results show that managers in this industry in post-apartheid South Africa experience organisational confl icts that are associated with their managerial values and identities.

Computer Fraud & Security, Oct 1, 2006

An information security solution should be a fundamental component in any organization. One of th... more An information security solution should be a fundamental component in any organization. One of the major difficulties in achieving the assimilation of information into an organization is the actions and behaviour of employees. To ensure the integration of information security into the corporate culture of an organization, the protection of information should be part of the daily activities and second-nature behaviour of the employees.

Acta commercii, Feb 27, 2015

This study focuses on an assessment of managerial job satisfaction and commitment in the context ... more This study focuses on an assessment of managerial job satisfaction and commitment in the context of a vibrant and rapidly changing public utility from a positive organisational behaviour (POB) perspective. It aims at contributing towards an in-depth understanding of positive micro-organisational behaviour. Problem investigated: The aim of this study was to gain deeper insights into the relationship between job satisfaction (JS) and organisational commitment (OC) in terms of the 'how and why' at a selected public utility in the Eastern Cape Province. Design: This single case study uses a mixed-method approach within the pragmatism research paradigm. Findings: Findings show that managers across cultures share a positive organisational psychology approach on JS and OC. The JS of managers is mainly influenced by their satisfaction with working with colleagues and supervisors, and with strategies of motivation, as well as their dissatisfaction with the use of power, pay and promotion. OC was mainly influenced by positive collegial relationships, the organisation's positive influence on the environment and on others, the enabling work environment and the location of the organisation. Originality/value: The article introduces new ideas in positive organisational behaviour research and reconstructs the image of South African organisational behaviour based on qualitative and quantitative data. Conclusion: This article shows that post-modern African organisations are opening new frontiers to building positive-oriented organisational cultures whilst creating constructive and future-orientated mindsets, which may spill over into society.

South African journal of higher education, Feb 1, 2002

The research on which this article reports, deals with the opinions and perceptions of 245 employ... more The research on which this article reports, deals with the opinions and perceptions of 245 employers of the profile of MBA graduates. The research findings form part of a more comprehensive study on the status and nature of the MBA programme in South Africa. This article reports on the following research objectives: To establish the profile of the ideal and the actual MBA graduate. To assess whether significant differences exist between the profiles of the ideal MBA graduate and the actual MBA graduate. To extract factors relating to the employers' perceptions of the ideal MBA graduate. To elicit the opinions of employers on the future development of the MBA programme in South Africa. The main research findings indicate a disparity between the profiles of the ideal and actual MBA graduate. In terms of specific variables that can shape the profile of MBA graduates, it was found that employers were neither satisfied with the liaison between employers and business schools nor with the MBA graduates' proficiency in leadership, interpersonal, entrepreneurial and communication skills; and that they were concerned about the integration of knowledge across functional areas. Noteworthy the following: employers stated that graduates seemed excessively concerned about earning top-level salaries and that their expectations often exceeding their experience and ability. The article concludes with the most prominent findings with respect to the profile of MBA graduates and the future development of South African MBA programmes. South African Journal of Higher Education Vol.16(2) 2002: 158-165

Africanus, 2008

The investment interest from multinational organisations in South Africa has grown since the coun... more The investment interest from multinational organisations in South Africa has grown since the country began the process of re-evaluating the past. South Africa is challenged by issues of organisational and human resource management, multiculturalism, and economic and political changes in the social and economic sectors. This article discusses the role of South African organisations, their emerging management practices and organisational capacities in management, and potentialities for sub-Saharan Africa. The authors discuss seven propositions for South African organisations that may function as a model for sub-Saharan countries in managing culture and change in organisational settings. The critical discussion of these propositions leads to recommendations on managing culture and change in South African contexts that may be transferred to other sub-Saharan countries, not forgetting that South Africa may also have something to learn from other African countries.

Water SA, 2018

We analyse the impact of failing to control invasive alien plants (IAPs) on the water supply to t... more We analyse the impact of failing to control invasive alien plants (IAPs) on the water supply to the Berg River and De Hoop Dams, in other words, the opportunity cost of not clearing IAPs in these two catchments. To do this we used models to assess and compare the impact of current and future invasions on inflows into the dams. Although the clearing of current invasions would only provide a modest increase in the amount of water compared to, for example, the construction of another dam, failure to clear the invasion will have a negative impact on water security in the long term. We estimated that the Berg River Dam could lose up to 51% of its mean annual inflows to IAPs over a 45-year period, and the De Hoop Dam catchment could lose up to 44%. These impacts would continue to increase over time, and the costs of control could become very high as the plants invade rugged terrain. Major infrastructural development requires Ministerial approval, supported by advice from senior officials....

Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2005

The literature suggests that entrepreneurs are not only persons who start up businesses, but are ... more The literature suggests that entrepreneurs are not only persons who start up businesses, but are also persons who are entrepreneurially orientated, in that they possess certain characteristics or traits to varying degrees. The objectives of this study were to report on the levels of students' entrepreneurial orientation in three different countries, and to establish whether significant differences exist between the students studying in the three countries concerned, regarding their level of entrepreneurial orientation. "Entrepreneurial orientation" refers to the combination of psychological traits, characteristics, attitudes and values representing the entrepreneurial prototype. The entrepreneurial prototype is an individual inclined to entrepreneurial behaviour and therefore more likely to initiate a business venture than an individual lacking these traits. Convenience sampling was used to measure the responses of 1 528 undergraduate Commerce students. The sample consisted of 758 South African, 379 American and 391 Dutch students. South Africa and the USA had three of the top four most developed entrepreneurial traits in common, and the four lowest-scoring traits in all three countries were the same. Significant differences were found between the students in the three countries, with regard to all the entrepreneurial traits investigated. The USA respondents scored significantly higher for the majority of traits under investigation.

Chinese managers experience the cooperation with Tanzanian employees as challenging and conflictu... more Chinese managers experience the cooperation with Tanzanian employees as challenging and conflictual. Cooperation difficulties are mainly found with regard to organisational strategy, and planning decision-making processes, concepts of participation, leadership styles, qualification and training, operational processes, recruitment, work conditions, and motivation.

Palgrave MacMillian, 2019

This book provides deep insights into intercultural collaboration among business partners, employ... more This book provides deep insights into intercultural collaboration among business partners, employees, managers, and entrepreneurs in Chinese-African professional interactions. It presents cultural and theoretical knowledge on Chinese and African management, leadership, and philosophy. Chinese and African scholars and professionals share their insights into how to address intercultural management challenges proactively and successfully. The cases provide insights into a wide variety of industries and offer actual scenarios studied in governmental, parastatal, and private Chinese-owned organizations in twelve African countries. This book will benefit a broad readership including scholars in employment relations and business management as well as African and Chinese collaborators in academia, government, NGOs and industry.