Zeitschriftenartikel zum Thema „Organisation africaine“
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Listre, Jean-Pierre. „Culture africaine, organisation et leadership : retours d’expérience d’un PDG“. Afrique contemporaine N° 276, Nr. 2 (10.11.2023): 287–91. http://dx.doi.org/10.3917/afco1.276.0287.
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Mubiala, Mutoy. „Les Etats africains et la promotion des principes humanitaires“. Revue Internationale de la Croix-Rouge 71, Nr. 776 (April 1989): 97–116. http://dx.doi.org/10.1017/s0035336100013009.
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Comme on le sait, la société africaine a une organisation reflétant ses us et coutumes. Le système de pensée africain, étant essentiellement imprégné d'humanisme, a genéré des conceptions et des pratiques qui placent les peuples africains au rang des civilisations humanitaires. L'avenement de la colonisation a plutôt été ressenti comme une mise en veilleuse desdites manifestations, alors que s'installaient des institutions inspirés par les valeurs importées. L'indépendance, tout en donnant aux Etats africains l'occasion de participer aux côtés des nations étrangères, à la construction de la civilisation de l'universel, les a paradoxalement placés en face de nombreux dilemmes aussi bien sur les plans économique, politique et socio-culturel qu'à propos du choix à opérer entre l'adhésion sans faille aux modèles importés, européens en particulier, et le recours radical aux traditions ancestrales. Cependant le domaine humanitaire nous paraît un des rares qui puisse — et devrait — échapper à cette logique des conflits manichéens.
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Blakeney, Michael, und Getachew Mengistie. „Intellectual property policy formulation in Africa“. Queen Mary Journal of Intellectual Property 11, Nr. 1 (18.02.2021): 98–113. http://dx.doi.org/10.4337/qmjip.2021.01.06.
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This article examines continental, sub-regional and national initiatives in the formulation of intellectual property policy Africa. The article is divided into seven parts. The first looks at the relationship between IP and economic development. The second part examines the role of IP regional integration and trade. The third part looks at African regional trade agreements. Next, the article surveys the activities of sub-regional IP systems in Africa: the African Regional Intellectual Property Organization (ARIPO) and the Organisation Africaine de la Propriété (OAPI). The fifth part looks at the recent formation of the Pan African Intellectual Property Organization (PAIPO) and its relationship with ARIPO and OAPI. The sixth part gives a brief overview of the efforts made in designing national IP polices. The concluding section summarizes the IP policy-making process in Africa.
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Venter, Gert J., Karien Labuschagne, I. Hermanides, D. Majatladi, S. Boikanyo und I. Wright. „Foyers récents de peste équine africaine en Afrique du Sud“. Revue d’élevage et de médecine vétérinaire des pays tropicaux 62, Nr. 2-4 (01.02.2009): 104. http://dx.doi.org/10.19182/remvt.10020.
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Based on diagnostic samples received at the Agricultural Research Council – Onderstepoort Veterinary Institute (ARC-OVI), a reference centre for African horse sickness (AHS) and bluetongue (BT) for the World Organisation for Animal Health (OIE), the traditional picture on the presence and occurrence of AHS seems to have changed dramatically in South Africa. Outbreaks of AHS virus (AHSV) have increased in this country over the last three to eight years. Outbreaks tend to occur earlier in the season than normally expected. Unpredicted outbreaks of AHS during the past five years in the declared AHS-free area in the South-Western Cape has led to the temporary closure of the quarantine station in Cape Town and the ban on horse exports from South Africa with significant losses to the horse industry as a whole. In January and February 2006, outbreaks of AHSV serotype 9 have also occurred in the George/Knysna area in the Western Cape. Outbreaks in this area occurred over a relatively long period and continued into the colder months of the year. This seems to indicate that AHSV has overwintered in this frost-free area, and that it could have occurred in cycling hosts (donkeys and zebras) and/or in adult Culicoides species. Since 2001, AHS has occurred annually in the Eastern Cape, South Africa, with at least four serotypes in circulation today. In an outbreak in April 2008 in Port Elisabeth, Eastern Cape, C. bolitinos was the dominant species in the coastal areas, whereas C. imicola was the dominant one in the inland area. In the outbreak in February and March 2008 in Robertson and in Kimberley, Northern Cape, C. imicola was the dominant species. Pools of midges have been tested for virus detection during each outbreak. From the outbreak in Robertson, 13 pools were positive for equine encephalosis virus (EEV) and two for BTV. From the outbreak in Kimberley, EEV was isolated from one pool of C. tuttifrutti. The role of C. tuttifrutti as a vector is still poorly understood.
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Molete, Dr Mantoa C. „Cororate Culture as a Function in Formulating Strategic Communication.“ 12th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 12, Nr. 1 (08.10.2021): 135. http://dx.doi.org/10.35609/gcbssproceeding.2021.12(135).
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Sub Saharan Africa is filled with cultural diversity which creates a multicultural market. These diversities are created by the external and internal stakeholders in an organisation allowing the emerging of a unique organisational culture to describe the identity of a specific organisation. In its broader term culture gives description to units that provides unity amongst people hence its importance in group situation. Organizational culture is viewed as the shared values, beliefs, or perceptions held by employees within an organization. Moreover, an organization's culture tells us a lot about how members of that specific organisation communicate with each other. Even with the above vital role, organisational culture is viewed as an aspect to influence communication rather than a key role player in developing a communication strategy that fits the intended communication objectives of the specific organisation. To many organisations, the direction of their specific communication is more depended on current communication trends rather than the cultural aspect that determines the identity and behaviour of stakeholders of the specific organisation to achieve set objectives specifically in very diverse areas such as Africa. Whilst various authors have written about organisational culture there is still a lack in literature developed to outline in detail the cultural patterns and norms of African cultures, which are important in understanding the communication approaches of Africans even in corporate environments. This lack in literature also deprives African organisations to understand the diversity within its stakeholders. The aim of this paper is to explore how organisational culture and aspects of culture play a vital role in creating a communication strategy that is fit for a specific organisation to outplay the intend communication objective. This paper place focus on organisational culture and the vital function it plays in strategic communication. Keywords: Strategic communication, organizational culture, diversity, culture, communication
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Coste, Marion. „La « féminitude » de Calixthe Beyala : négociation identitaire, entre négritude et féminisme“. HYBRIDA, Nr. 1 (03.12.2020): 47. http://dx.doi.org/10.7203/hybrida.1.16872.
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Cet article se concentre sur la notion de « féminitude », développée par l’écrivaine franco-camerounaise Calixthe Beyala dans Lettre d’une Africaine à ses sœurs occidentales, en associant les notions de « négritude » et de « féminisme ». On montrera que Beyala promeut un féminisme qui essentialise à la fois les femmes et les Subsahariens, ces deux groupes qui auraient, d’après l’autrice, un rapport sensible et intuitif au monde, par opposition avec le féminisme occidental que Beyala juge trop intellectualisant. Ensuite, nous analyserons deux romans, Le Petit Prince de Belleville et Maman a un amant pour comprendre les spécificités des problématiques féministes qui se posent aux personnages d’immigrées subsahariennes en France : Maryam doit accepter une organisation misogyne de la famille pour avoir le droit symbolique d’appartenir à la communauté immigrée. Si elle refuse cette organisation, elle court le risque d’être exclue et de perdre ses enfants. Enfin, nous étudierons les lacunes du dialogue avec le féminisme occidental incarné par Mme Saddock.
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Soobramoney, Jerelene, und Ophillia Ledimo. „Exploring corporate social responsibility and organisational commitment within a retail organisation“. Risk Governance and Control: Financial Markets and Institutions 6, Nr. 4 (2016): 132–40. http://dx.doi.org/10.22495/rcgv6i4c1art3.
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Organisations have difficulty retaining employees who have the necessary talent, skills and knowledge to give the company a competitive edge in a global market, thus emphasising the need for organisational commitment. The objective of the study was to explore the relationship between corporate social responsibility and organisational commitment within a South African retail organisation. Corporate social responsibility has a positive influence on consumer behaviour and can contribute to corporate success because CSR activities enhance an organisation’s image. Research has indicated that corporate social responsibility is related to an employee’s commitment. The Corporate Social Responsibility Scale and the Organisational Commitment Scale were administered to a non-probability sample of 171 employees from a population of 268 employees in the human resources department of a retail company. Person’s correlation analysis was used to determine the relationship between corporate social responsibility and organisational commitment. This study provided insight into the corporate social responsibility of the organisation. Managers and practitioners in the human resources may use these findings for the development of corporate social responsibility policies and practices in order to build employee commitment.
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Djebbari, Elina. „La relation musique-danse dans le genre du ballet au Mali : organisation, évolution et émancipation“. Les Cahiers de la Société québécoise de recherche en musique 13, Nr. 1-2 (21.09.2012): 21–26. http://dx.doi.org/10.7202/1012346ar.
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Pendant longtemps, la danse dite « africaine » a été considérée comme une expression corporelle que l’on ne pouvait distinguer du « tam-tam », censé l’accompagner à tout moment. Depuis sa création après l’indépendance en 1960, le Ballet national du Mali a contribué à donner du sens à ce stéréotype en faisant du tambour jembe l’instrument-roi de ce genre musico-chorégraphique. Cet article propose de nous interroger sur les techniques musicales et chorégraphiques qui permettent l’interaction musique-danse lors de la performance scénique, sur les rapports de hiérarchie qui s’en dégagent, la façon dont ces valeurs peuvent s’inverser ou se transformer selon les contextes et les pratiques et, enfin, d’appréhender comment la création artistique contemporaine de ce genre musico-chorégraphique semble pouvoir s’orienter vers une dissociation de ces deux éléments alors que leur complémentarité en déterminait justement la caractéristique principale.
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Sutton, Lucinda Bella-May, Tanya Le Roux und Lynnette M. Fourie. „Internal communication in a diverse and developing world context: Challenges for corporate South Africa“. Communicare: Journal for Communication Studies in Africa 41, Nr. 2 (15.12.2022): 90–102. http://dx.doi.org/10.36615/jcsa.v41i2.1452.
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Internal communication plays a pivotal part in an organisation’s survival. It is regarded as an investment in an organisation’s success and underpins organisational effectiveness. However, when organisations face internal communication challenges, these can threaten internal relationships, with dire consequences for the organisation. This is particularly so in the volatile, uncertain, complicated and ambiguous South African corporate context, which presents direct challenges for internal communication management. Internationally there has been an increase in studies exploring challenges for internal communication, with various authors indicating a need for further research. Our study addresses this gap by probing the internal communication challenges experienced in the South African corporate environment as a developing world view, to make recommendations for mitigating action. This exploratory qualitative interview-based study focused on the perceptions of practitioners working in large organisations, as well as consultants with acknowledged expertise in the field of internal communication. The findings confirmed that internal communication is a complex and multifaceted profession full of challenges. We identified 12 challenges, grouped into four clusters, namely access to technology, lack of formal communication training, parameters for inclusion of internal stakeholders, and management styles and structures. Contributions include recommendations for practice, together with suggestions for further research.
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Goosen, C. J., T. J. De Coning und E. V. D. M. Smit. „The development of a factor based instrument to measure corporate entrepreneurship: A South African perspective“. South African Journal of Business Management 33, Nr. 3 (30.09.2002): 39–51. http://dx.doi.org/10.4102/sajbm.v33i3.704.
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This article outlines a conceptual model of corporate entrepreneurship in which management’s influence on an organisation is highlighted. The model is intended to depict the organisational elements that relate to South African industrial organisations. Corporate entrepreneurship or intrapreneurship is represented by a set of three ‘key factors’. Two key factors were taken from the well researched ENTRESCALE (Knight, 1997) and focus externally. The other key factor focuses internally and represents management’s influence on structures and processes, and relations.The model encompasses product lines and changes, research and development leadership, new techniques employed in the organisation, the organisation’s competitive posture and its risk-taking propensity, its environmental boldness and the decision-making style of management in terms of external opportunities. The model also addresses internal structures and processes, as well as relations. It emphasises intrapreneurial goal setting, and promotes the use of a system that facilitates and manages creativity and innovation. It addresses an intracapital system to supply resources and it facilitates communication. The model allows for staff input to management, a degree of intrapreneurial freedom, a problem-solving culture and empowered staff. Finally, it provides for the championing of intrapreneurship by management.The model is tested in context. There is significant negative correlation between intrapreneurship and organisational age, but not between the intrapreneurship and organisation size. The intrapreneurship factors furthermore correlate significantly with the measure of share price volatility, β (Beta).
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Lee, Gregory John, und Nicole Faller. „Transactional and Relational Aspects of the Psychological Contracts of Temporary Workers“. South African Journal of Psychology 35, Nr. 4 (November 2005): 831–47. http://dx.doi.org/10.1177/008124630503500412.
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Contingent labour is an increasingly important part of the international and South African business environment. Several questions arise regarding the relationships between such workers and the client organisations that utilise their labour. Do contingent workers maintain transactional relationships only? Can loyalty and commitment be increased in such workers? Using the concept of the psychological contract, this article ascertains whether relationships with the client organisation vary for South African temporary workers of varying tenures. Employing a cross-sectional design, results for 174 temporary workers suggest that relationships with client organisations begin with largely transactional elements. Over time, the contract becomes significantly more relational, especially after the worker has been with the client organisation for six months or more. This relationship is affected by contract violation and organisational support.
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Struwig, F. W., E. E. Smith und D. J. Venter. „The learning organisation: A means of facilitating training for change in South African organisations“. South African Journal of Economic and Management Sciences 4, Nr. 2 (30.06.2001): 380–97. http://dx.doi.org/10.4102/sajems.v4i2.2649.
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This article considers the nature and role of the learning organisation as a means of implementing change through training in South African organisations. The paper is based on theoretical study and empirical research, including 365 training and organisational development specialists in South Africa. Five null hypotheses were empirically tested in order to establish relationships between the learning organisation and certain independent variables (classification data and training). Advanced statistical methods, such as analysis of variance and correlation coefficients were used to test these hypotheses. The learning organisation facilitates learning by all its members and has the capacity to adapt and change continuously. If learning is an organisational priority, training programmes should be designed to promote initiatives to change the organisation. Emphasis should be placed on both learning (acquiring knowledge and skills) and doing (practical application).
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Ledimo, Ophillia. „Diversity Management: An Organisational Culture Audit To Determine Individual Differences“. Journal of Applied Business Research (JABR) 31, Nr. 5 (28.08.2015): 1733. http://dx.doi.org/10.19030/jabr.v31i5.9388.
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<p class="Default">The purpose of this study was to conduct an organisational culture audit to determine individual differences of employees within the South African army. A quantitative study was conducted with a random sample size n=238. The participants completed the biographical questionnaire and the Organisational Culture Inventory (OCI) which was used to measure organisational culture. Descriptive and inferential statistics were used to identify the existing culture type in this organisation and the statistically significant individual differences of the employees regarding their perception of the organisational culture. The findings of this study are valuable for organisational development practitioners and managers who are responsible to manage diversity in their organisation because it enables organisations to understand the culture of their diverse workforce and to propose relevant measures for improving employee performance using individual differences. These findings also provide opportunity for future research. This study also adds knowledge regarding organisational culture diagnosis and the nature of individual differences, especially within the South African work context.</p>
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Ngonda, Virginia Shahida, und Larry E. Jowah. „A Study of the Impact of Project Managers’ Power and Influence on their Organisation’s Project Management Maturity“. MATEC Web of Conferences 312 (2020): 03001. http://dx.doi.org/10.1051/matecconf/202031203001.
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Project managers are determinants of their organisations’ project management maturity as their competence is one of the factors that affect their organisations’ capability of an organisation to successfully execute projects. This capability of an organisation is reflected in its project management maturity. The study reported in this conference paper sought to investigate whether there is a correlation between South African project managers’ power and influence on their organisation’s project management maturity. This was done to determine if project managers have sufficient power to influence their organisation’s project management maturity. The paper reports on a nation-wide survey that collected data from self-identified project managers. It received three hundred and six valid responses which were edited, coded, and analysed descriptively and inferentially. The study found weak positive correlations between project managers’ power, project managers’ technical expertise and their organisations’ project management maturity. Thus, as project managers’ power and technical expertise increase, it is likely that their organisation’s project management maturity also increases. However, causation could not be established as it was not possible to establish the temporal order amongst the variables. The established correlations were too weak to be used for prediction.
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Zijl, Charl Van, und Jean-Paul Van Belle. „Organisational Impact of Enterprise Architecture and Business Process Capability in South African Organisations“. International Journal of Trade, Economics and Finance 5, Nr. 5 (Oktober 2014): 405–13. http://dx.doi.org/10.7763/ijtef.2014.v5.407.
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Boucher, Ellen. „Enfance et race dans l'Empire britannique“. Revue d’histoire de l’enfance « irrégulière » N° 14, Nr. 1 (01.01.2012): 64–94. http://dx.doi.org/10.3917/rhei.014.0064.
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Cet article examine l’influence de l’idéologie impériale sur les conceptions de l’enfance pendant l'entre-deux-guerres. Il se penche sur un projet de bienfaisance britannique voué à l’émigration des enfants pauvres dans les dominions. Le mouvement d’émigration des enfants, fondé sur une foi en la malléabilité des jeunes et en leur amendement, entendait transformer les enfants défavorisés en colons indépendants. Mais quand une nouvelle organisation philanthropique, la Rhodesia Fairbridge Memorial Association, a proposé d’étendre le projet migratoire du Canada et de l’Australie à la Rhodésie du Sud, il y eut des doutes quant à la capacité des enfants démunis à s’adapter à une colonie où la grande majorité de la population était africaine. Influencés par l’essor de la psychologie de l'enfance, les philanthropes décidèrent de restreindre l’initiative uniquement aux enfants issus de familles de classe moyenne. L’article démontre ainsi comment la politique raciale de l'Empire a limité l’optimisme des réformateurs quant à la promesse incarnée par le potentiel de ces enfants.
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Casmod Khan, Zubeida, und Nenekazi Mkuzangwe. „Advancing cybersecurity capabilities for South African organisations through R&D“. International Conference on Cyber Warfare and Security 17, Nr. 1 (02.03.2022): 102–10. http://dx.doi.org/10.34190/iccws.17.1.34.
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There is a growth of cyber-attacks in South Africa. Seeing that there are over 38 million Internet users in South Africa, this is no surprise. The South African government has published the National Cybersecurity Policy Framework (NCPF) and Protection of Personal Information Act (POPIA) to move towards mitigating cyber threats due to the increase of the presence of South African organisations and citizens in cyber space. This demonstrates that there is a need for organisations to have a clear roadmap to implement and improve on their own cybersecurity capabilities. South African organisations need to take a proactive stance in cybersecurity because businesses rely heavily on technology for day-to-day operations. Currently cyber-attacks cost South African organisations over R2 billion, and the current work-from-home arrangement that most organisations have implemented will only worsen the situation. While a cybersecurity roadmap will differ in every organisation based on the organisation’s vision, goals, and objectives, along with their information technology (IT) and operations technology (OT), a starting point is perhaps the identification of key research and development (R&D) areas together with key activitiesthat organisations can focus on in order to improve their cybersecurity capabilities. Cybersecurity capabilities are tools that organisations use to strengthen their organisation and protect themselves from potential cyber threats. The purpose of this study was to investigate R&D areas that organisations should invest in for the purpose of improving their cybersecurity capabilities. There are various subfields in cybersecurity that can be explored for organisations to advance their cybersecurity capabilities. Five integral R&D dimensions were identified together with key activities and are presented and discussed. A conceptual framework is also presented which maps the R&D dimensions and activities to the main pillars of cybersecurity, i.e., People, Processes, and Technology. South African organisations could reference the framework and adapt it for their business needs to protect themselves against potential cyber threats.
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Azaki, Joshua. „Organisational Factors Affecting Knowledge Retention in a Public Organisation“. European Conference on Knowledge Management 23, Nr. 2 (25.08.2022): 1304–11. http://dx.doi.org/10.34190/eckm.23.2.758.
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Knowledge is a strategic resource for any organisation to maintain optimal operational efficiency and competitiveness. Knowledge could be in the knower's mind (tacit) or codified and stored in knowledge repositories for retrieval when needed (explicit). Knowledge retention in organisations is becoming a global concern as the shortage of professionals or knowledge workers persists. Organisations over the years have focused on investing in activities leading to knowledge creation, improving technological capabilities, and increasing performance with less attention given to knowledge retention. The Covid-19 pandemic has exacerbated this concern leading to the exit of more knowledge workers from organisations voluntarily or involuntarily. The current study seeks to investigate the role of organisational factors on knowledge retention in public organisations using the water sector in a South African metropolitan city. This study seeks to deepen the knowledge management scholarship by viewing knowledge retention as a system rather than a process or strategy only, as explored by most studies. The water sector is a knowledge-driven sector that utilises heterogeneous knowledge (engineers, hydrologists, technicians, IT specialists) to achieve its mandate, making it information and knowledge-rich. This study intends to use the knowledge-based view as a sensitising lens to explore how a public organisation systemically integrates and coordinates its heterogeneous knowledge resources to ensure that knowledge is retained as well as maintain optimal operational efficiency. The basic assumptions of the knowledge base view are that knowledge is the most strategic resource in an organisation, and its coordination facilitates optimised efficiency. The study will adopt a pragmatist paradigm to uncover the role of organisational factors on knowledge retention. A purposive sample of supervisors and managers in the water sector will be interviewed. Qualitative data will be collected, and qualitative methods will be used to analyse the data.
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Struwig, Miemie, Elroy Smith und Danie Venter. „The interaction between training and change in South African organisations“. South African Journal of Business Management 31, Nr. 3 (30.09.2000): 113–19. http://dx.doi.org/10.4102/sajbm.v31i3.741.
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This article outlines the results of a study which investigates the interaction between training and change in South African organisations. A literature study provides a theoretical foundation which explains the nature of the interaction between training an change in the organisation. An empirical survey was conducted, using a self-administered questionnaire which was sent to 365 training practitioners to test six null-hypotheses. To prove the stated hypotheses, specific statistical methods, such as analysis of variance and correlation coefficients, are used. The results showed highly significant relationships between training and organisational change variables (one of the null-hypotheses was rejected). The results indicated that management should use training to facilitate change in the organisation. This, however, requires a shift in emphasis regarding the traditional role of training in the organisation. Training should be placed at the centre of human resources practices and the strategic plans of the organisation.
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Oyewobi, Luqman Oyekunle, Abimbola Windapo, James Olabode Bamidele Rotimi und Richard Jimoh. „Analysis of the South African construction industry business environment“. Journal of Facilities Management 18, Nr. 4 (04.09.2020): 393–416. http://dx.doi.org/10.1108/jfm-05-2020-0033.
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Purpose The study aims to identify and examine the construction organisational environments and its dimensions that have an impact on the performance of contracting companies in South Africa. Design/methodology/approach The study reports the result of quantitative research that obtained data from 72 construction organisations registered with the South African construction industry development board via a questionnaire survey. Descriptive statistics, non-parametric and exploratory principal component analysis were used to summarise forms of correlations among observed variables and to reduce a large number of observed variables to a smaller number of factors that provide an operational definition for the underlying dimension. Findings This study identified six exogenous and three endogenous environmental factors that have a varying degree of impact on construction organisation performance. Four dimensions of the environment were also examined, and environmental complexity has the highest variance explained which implies that the complexity of the construction business environment significantly influences the performance of construction firms. Research limitations/implications This paper studies the environment of the South African construction industry using cross-sectional data in exploratory research. A confirmatory study should be conducted using a longitudinal panel design with a larger sample in similar future research. Practical implications The study offers practical implications to construction organisation owners operating in the South African construction industry to understand the need to acquire market and environmental data and process them in a way that will reduce its uncertainty when making strategic decisions. Originality/value This study contributes to the current discourse on organisations’ business environments to better understand their influences on organisational performance.
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Wessels, Hendrik Marius, und Naomi Wilkinson. „Assessing organisational governance maturity: A retail industry case study“. Risk Governance and Control: Financial Markets and Institutions 6, Nr. 2 (2016): 58–71. http://dx.doi.org/10.22495/rcgv6i2art8.
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For any business to operate effectively, a governance framework that operates at the relevant maturity level is required. An organisational governance maturity framework is a tool that leadership can use to determine governance maturity. This study aims to determine whether the organisational governance maturity framework (developed by Wilkinson) can be applied to the selected retail industry organisation to assess the maturity of the organisation’s governance, limited to the ‘leadership’ attribute. Firstly, a high-level literature review on ethical leadership, ethical decision-making, ethical foundation and culture (‘tone at the top’), and organisational governance and maturity was conducted. Secondly, a Johannesburg Stock Exchange (JSE) listed South African-based company was selected for the empirical part of the study using a single case study research design. The empirical results confirmed that the organisational governance maturity framework can be used to determine the maturity level of organisational governance for the selected attribute of ‘leadership’.
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Lisimo Alingi, Augustin, und Christelle Bolinga Mitimiti. „Impact de l’autorité Intergouvernementale pour le Développement sur la Paix dans la Corne de l’Afrique : Etude menée de 1986 à 2014“. Revue Congolaise des Sciences et Technologies 01, Nr. 01 (10.06.2022): 14–23. http://dx.doi.org/10.59228/rcst.022.v1.i1.02.
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L’Autorité Intergouvernementale pour le Développement est une organisation internationale sous régionale, œuvrant dans la corne de l’Afrique. Comme toute autre organisation internationale, elle doit s’assumer à rechercher, renforcer et consolider la paix et la sécurité collectives. A cet effet, elle tente de créer les mécanismes de prévention, gestion et de résolution des conflits intra-étatiques et interétatiques par le dialogue, la médiation, la négociation et même par l’interposition militaire. Opérant dans la corne de l’Afrique, elle est un révélateur du principe d’égalité entre les Etats membres. Les aspirations de droits humains ne peuvent pas être dissociées à ce principe. Etant une organisation internationale à caractère sous régional, de quelle manière l’Autorité Intergouvernementale pour le Développement contribue-t-elle à la restauration de la paix dans la corne de l’Afrique ? Au regard de notre objectif, nous voudrions savoir à partir de l’apport de chaque Etat membre, s’il y avait efficacité des activités, actions, moyens et stratégies de l’Autorité Intergouvernementale pour le Développement sur le terrain d’étude. Pour y parvenir, nous avons fait recours à la méthode structuraliste qui, pour analyser et expliquer les faits, on a pour ambition de rendre intelligible les faits observés en élucidant la structure dont ils fonts partie. L’observation documentaire pourrait être la mieux indiquée, car c’est une technique qui consiste à étudier et analyser les documents qui portent les traces. Tenant compte de notre exercice scientifique, il y a lieu de corroborer que, l’Autorité Intergouvernementale pour le Développement, avec l’appui de ses alliés l’Organisation des Nations-Unies et l’Union Africaine, s’est impliquée d’une façon considérable pour restaurer la paix par la négociation, médiation, les accords et résolutions temporaires ou durables dans la corne de l’Afrique. En toute somme, malgré la crise Sud-Soudanaise, l’Autorité Intergouvernementale pour le Développement a ramené et restauré, avec le concours de ses alliés, à fur et à mesure, l’harmonisation des politiques au profit de commerce, agriculture, ressources naturelles et services, ainsi que la douane, le transport dans la corne de l’Afrique. Tout ceci pour éviter les vagues des déplacés des guerres sans abri, quant à nous, qui pourraient même pénétrer l’Est de la République Démocratique du Congo, car nous partageons les frontières avec le Sud-Soudan et l’Ouganda. Mots clés: Géopolitique, Afrique de l’Est, développement et paix
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Sarr, Bilal. „« Quand on parlait le berbère à la cour de Grenade » : quelques réflexions sur la berbérité de la taifa ziride (al-Andalus, xie siècle)“. Arabica 63, Nr. 3-4 (26.05.2016): 235–60. http://dx.doi.org/10.1163/15700585-12341000.
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Using data provided by the written sources and the archaeology, this article aims at analysing the Zirid Taifa of Granada, studying its different elements (administration, organisation of the state, the succession to power and material culture) in order to discover its authentic Berber aspects. The Zirides, recently arrived in al-Andalus, offer us a unique opportunity to draw comparisons between the process of Islamisation in the Maghreb and in al-Andalus. The decisive power of the tribal ǧamāʿa, the important role of women, the persistence of a Berber onomastics and the use of Berber language are features of a group that maintains a North African identity. Other areas, such as the evolution of the city, the pottery and the administrative structure of the state are clearly borrowed from the Arab-Andalusian tradition. À partir des données fournies par les sources écrites et l’archéologie, cet article se propose d’analyser la taifa ziride de Grenade, en étudiant ses différents éléments (l’organisation de l’État, la désignation des émirs et la culture matérielle) afin de révéler leurs aspects authentiquement berbères. Les Zirides, récemment arrivés en al-Andalus, nous offrent une occasion unique d’établir des parallèles entre le processus d’arabo-islamisation au Maghreb et celui d’al-Andalus. Le pouvoir de décision important de la ǧamāʿa tribale, le rôle de la femme, la persistance d’une onomastique berbère et l’utilisation de la langue berbère sont caractéristiques d’un groupe qui conserve une identité nord-africaine. D’autres domaines comme l’évolution de la ville, le mobilier céramique et la structure administrative de l’État ont en revanche nettement emprunté à la tradition arabo-andalouse. This article is in French
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Benn, S., R. Abratt und B. O’Leary. „Defining and identifying stakeholders: Views from management and stakeholders“. South African Journal of Business Management 47, Nr. 2 (30.06.2016): 1–11. http://dx.doi.org/10.4102/sajbm.v47i2.55.
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The focus of an organisation’s marketing efforts has shifted in recent years from satisfying customer needs to value creation for stakeholders. The purpose of this research is to establish how the senior management of an organisation define and identify stakeholders. The organisation’s stakeholders are then asked to identify their role as stakeholders. The research employed a qualitative research design. The subjects being the senior management of the South African subsidiary of one of the world’s largest paint manufacturers as well as a sample of the firm’s stakeholders. The results reveal a set of primary and secondary stakeholders that include some differences from current stakeholder theory. The results also confirm the importance of legitimacy as well as the new finding of the importance of reciprocity in stakeholder attributes. From a marketing point of view the focus of the organisation should not be on customers alone but include all stakeholders. This will mean that organisations should focus on stakeholder satisfaction and developing strategies that recognize the importance of all legitimate stakeholders.
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Ewumbue-Monono, Churchill, und Carlo von Flüe. „Promotion of international humanitarian law through cooperation between the ICRC and the African Union“. International Review of the Red Cross 85, Nr. 852 (Dezember 2003): 749–74. http://dx.doi.org/10.1017/s0035336100179912.
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Résumé Cet article examine la coopération du Comité international de la Croix-Rouge (CICR) avec des organisations diplomatiques africaines telles que l'Union africaine (UA) dans le but de diffuser le droit international humanitaire au sein de la communauté diplomatique africaine. Décrivant les contextes institutionnels et politiques nécessaires à la promotion du droit humanitaire sur le continent africain et à la réussite des efforts en matière de diplomatie humanitaire, l'article donne un aperçu des résultats obtenus lorsque le CICR a coopéré avec l'Organisation de l'unité africaine (OUA) pour diffuser le droit international humanitaire entre 1992 et 2002. Les auteurs étudient également la manière dont le droit international humanitaire a été incorporé dans le processus de transformation de l'OUA en UA entre 1999 et 2002. Ils montrent en outre les difficultés et les possibilités que présentent les efforts déployés par le CICR dans le domaine de la diplomatie humanitaire, et celles d'une éventuelle coopération future avec l'UA et d'autres organisations Internationales en Afrique pour une meilleure mise œuvre du droit humanitaire et la promotion d'une action humanitaire indépendante.
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Ledimo, Ophillia. „Development and validation of an organizational justice measurement instrument for a South African context“. Risk Governance and Control: Financial Markets and Institutions 5, Nr. 1 (2015): 28–38. http://dx.doi.org/10.22495/rgcv5i1art3.
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Measuring organisational justice in a South African context is a concern as the concept is multi-dimensional and there is no comprehensive definition; therefore, an integrative and well-developed measure of organisational justice can advance the measurement and analysis of this concept. This study investigates the development and validity of an organisational justice measuring instrument (OJMI), and determines the relationships between the different dimensions of the concept organisational justice. Data was gathered from 289 participants, employed in a public service organisation. To analyse the data the descriptive and inferential statistics used are Cronbach alpha coefficient, means, the explanatory factor analysis (EFA) and the confirmatory factor analysis (CFA). It was found that the model fitted the data well and the measurement of each dimension, namely strategic direction; distributive, procedural, interactional, informational, diversity management; customer relations; service delivery innovation as well as ethical leadership and management justice were confirmed to be statistically significant and positive. These results indicate that OJMI is a reliable and valid measure that organisations need in order to measure perceptions of fairness, and to monitor trends of fair practices. The validated measuring instrument for organisational justice and the conducted analysis of the interrelationships between the different dimensions of the concept will enable organisations to initiate proactive and reactive interventions to facilitate justice and fair practices.
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Kant, Shashi, Metasebia Adula, Fisseha Dejene Yadete und Kebede Asefa. „Entrepreneurial Innovation Mediating among Marketing Strategies and Venture Sustainability in Ethiopia's“. International Journal of Entrepreneurship, Business and Creative Economy 3, Nr. 2 (27.07.2023): 92–107. http://dx.doi.org/10.31098/ijebce.v3i2.1062.
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This research aimed to examine, in the context of an African company, the effects of its marketing approach predictors on enterprise sustainability as measured by organisation performance. The researchers developed several strategies and statistics that were both descriptive and inferential. The sampling approach incorporated both probabilities and non-probability components and used a simple random sampling procedure. The data for this study was provided by Oromia International Bank, a representative organisation in Ethiopia, by investigating 426 of its customer base, including those working in modern organisations and sectors at the Bule-Hora branch. The investigation's final findings demonstrate that organisational sustainability is deteriorating and fewer marketing tactics are being implemented. The leading causes of these findings are a lack of worker dedication, a hostile work atmosphere, weak leader competency, and slow adoption of new technology. Related predictors were one of the main problems when entrepreneurial breakthrough mediation was implemented. A leader's ability is one of the most promising strategies for promoting organisational sustainability in Ethiopia. The researchers provided the appropriate body with recommendations on how to handle the predictions, resolve the problems encountered during the execution of marketing strategies, and eventually provide effective marketing strategy compliance and strong organisation sustainability.
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Olckers, Chantal, Marieta du Plessis und Riandi Casaleggio. „Authentic leadership, organisational citizenship behaviours, and intention to quit: the indirect effect of psychological ownership“. South African Journal of Psychology 50, Nr. 3 (26.12.2019): 371–84. http://dx.doi.org/10.1177/0081246319891658.
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The aim of this study was to explore the influence of perceived authentic leadership on followers’ citizenship behaviour and their intention to quit their jobs, and to examine the indirect effect of psychological ownership in the relevant relationships. The study used a cross-sectional survey design to gather data from a sample of South African service industry employees ( N = 384). It employed structural equation modelling to test the hypotheses formulated. The study found that psychological ownership indirectly affected the relationship between authentic leadership and employees’ organisational citizenship behaviour and intention to quit. This study enables organisations to gain a better understanding of how a contextual resource such as authentic leadership behaviours can influence followers’ organisational citizenship and intention to quit through increasing feelings of ownership of the organisation.
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Martinez, M., B. Rodriguez und J. M. Sanchez-Vizcaino. „Autres orbivirus : Mise à jour des informations sur la peste équine africaine et la maladie hémorragique épizootique en Europe et dans le bassin méditerranéen“. Revue d’élevage et de médecine vétérinaire des pays tropicaux 62, Nr. 2-4 (01.02.2009): 92. http://dx.doi.org/10.19182/remvt.10081.
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Orbiviruses are vector-borne pathogens that can cause notifiable diseases in animals, such as bluetongue (BT) and epizootic haemorrhagic disease of deer (EHD) in ruminants, or African horse sickness (AHS) in equines. The relatively recent expansion of BT in Europe to higher latitudes than expected has evidenced the need to explore the ways of introduction and exposure of other orbiviruses in Europe and in the Mediterranean Basin. AHS was successfully eradicated from Europe since the 1990s but continues to be endemic in many African countries. Of the nine AHS serotypes, two have been present in Mediterranean countries: AHS-9 (1966) and AHS-4 (1987-1990). The last outbreaks (up to 2008) of AHS in Africa classified by serotype occurred in Senegal (AHS-9), Kenya (AHS-4), and Nigeria, Senegal and Ethiopia (AHS-2). EHD is caused by 10 serotypes and is notifiable to the World Organisation for Animal Health (OIE) since 2008. It is present in America, Australia, Asia and Africa and is known to affect wild ruminants as well as cattle. EHD has been present in cattle in North Africa (EHD-9) and the Middle East (EHD-7) since 2006. Transport of infected Culicoides from Northern Africa to Southern Europe by wind is a proved way of orbivirus introduction. Import of infected asymptomatic animals from an endemic country also happened the first time AHS was introduced in Spain. Then, certain environmental conditions such as warm temperatures can favour perpetuation of the disease in animals exposed to infected vectors. The frequent consideration of horses as expensive leisure animals can worsen the economic and social consequences of a possible outbreak. However, nowadays there are good diagnostic techniques for AHS. Eradication can be achieved with the available polyvalent live vaccines and control measures. This is not the case for EHD, because an effective vaccine is urgently needed and there have been cross-reactions in the diagnoses between BT and EHD. European countries can prepare against other orbivirus outbreaks by prevention through educational campaigns and inactivated vaccine banks for AHS, and by further research on the possible vectors, the overwintering capacity of certain orbiviruses, the infectivity in all affected species, the identification of other possible reservoirs, and the development of risk assessments and modelling.
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Hechter, Daniel, und Hanlie Smuts. „Performing a Knowledge Audit Within a South African Chemical Manufacturer“. International Journal of Knowledge Management 20, Nr. 1 (07.02.2024): 1–21. http://dx.doi.org/10.4018/ijkm.338213.
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Despite the increased efforts of organisations to implement knowledge management (KM) initiatives, many fail. Performing a knowledge audit before embarking on KM activities increases the probability of success. In this interpretive case study, the authors applied a modified version of the knowledge audit methodology developed by Perez-Soltero et al. to a South African (SA) veterinary medicine, fine chemical, and pharmaceutical manufacturer. The authors engaged members of the organisation in focus group sessions and individual interviews to identify knowledge assets related to core processes within the organisation. They used the data from the focus groups and individual interviews to identify and articulate many of the knowledge assets at the core of the organisation's current success. In addition, the process of conducting a knowledge audit and making the steps explicit while adjusting for context, may inform researchers and practitioners in terms of knowledge audit approach.
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Bobe, Belete Jember, Dessalegn Getie Mihret und Degefe Duressa Obo. „Public-sector reforms and balanced scorecard adoption: an Ethiopian case study“. Accounting, Auditing & Accountability Journal 30, Nr. 6 (21.08.2017): 1230–56. http://dx.doi.org/10.1108/aaaj-03-2016-2484.
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Purpose The purpose of this paper is to examine adoption of the balanced scorecard (BSC) by a large public-sector health organisation in an African country, Ethiopia as part of a programme to implement a unified sector-wide strategic planning and performance monitoring system. The study explains how this trans-organisational role of the BSC is constituted, and explores how it operates in practice at the sector-and organisation-levels. Design/methodology/approach The study employs the case-study method. Semi-structured interview data and documentary evidence are analysed by drawing on the concept of translation from actor-network theory. Findings The case-study organisation adopted the BSC as a part of broader public-sector reforms driven by political ideology. Through a centralised government decision, the BSC was framed as a sector-wide system aimed at: aligning the health sector’s strategic policy goals with strategic priorities and operational objectives of organisations in the sector; and unifying performance-monitoring of the sector’s organisations by enabling aggregation of performance information to a sector level in a timely manner to facilitate health sector policy implementation. While the political ideology facilitated BSC adoption for trans-organisational use, it provided little organisational discretion to integrate financial administration and human resource management practices to the BSC framework. Further, inadequate piloting of information system use for the anticipated BSC model, originating from the top-down approach followed in the BSC implementation, inhibited implementation of the BSC with a balanced emphasis between the planning and performance monitoring roles of the BSC. As a result, the BSC underwent a pragmatic shift in emphasis and was reconceptualised as a system of enhancing strategic alignment through integrated planning, compared to the balanced emphasis between the planning and performance monitoring roles initially anticipated. Originality/value The study provides a theory-based explanation of how politico-ideological contexts might facilitate the framing of novel roles for the BSC and how the roles translate into practice.
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Mthombeni, Zama. „Xenophobia in South Africa“. Thinker 93, Nr. 4 (25.11.2022): 63–73. http://dx.doi.org/10.36615/the_thinker.v93i4.2207.
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Despite the human rights principles established in South Africa’s Constitution, there have been recurrent waves of xenophobia throughout the country’s history. Foreigners who live in South Africa have been perceived as the victims of xenophobia and South Africans as the perpetrators. This paper aims to problematise the usage of the ‘ubuntu’ ideology as a utopian African ethic to promote ‘universal’ African humanism. It seems that apartheid’s heritage, which produced the present-day South Africa in which these xenophobic events occur, is often overlooked when South Africans are characterised as xenophobic and in need of ubuntu salvation. The study makes the case that colonial and political issues, which continue to have an impact on high levels of poverty and unemployment, should be considered as ongoing contributors to xenophobia. Several anti-immigration organisations have emerged as discussion points in the country. This study will only concentrate on one of these: Operation Dudula. This paper critically examines the reasons why Operation Dudula is continuing to expand despite protests from civil society organisations. This paper demonstrates, via media stories, how the media primarily portrays the organisation as vigilante that vex ubuntu and African unification. The paper makes the claim that marginalised South Africans are ‘Native Foreigners’, as opposed to simply perpetrators, drawing on Neocosmos’ idea of native foreigners. Instead of being considered as a problem that needs ubuntu’s salvation, the paper argues that anti-immigrant organisations should be understood as a sign of unsolved colonial and political problems that need to be addressed.
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Gilles, Angelo. „The Social Construction of Guangzhou as a Translocal Trading Place“. Journal of Current Chinese Affairs 44, Nr. 4 (Dezember 2015): 17–47. http://dx.doi.org/10.1177/186810261504400403.
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Guangzhou has become a key destination for sub-Saharan African traders. These traders have established multilocal forms of business organisation and, in so doing, have developed diverse practices to overcome geographical, political and cultural boundaries. This paper focuses on these practices, looking at the ways in which the movements, relations and interactions within these organisational formations are produced, transformed and lived. A close ethnographic examination was made of the livelihoods of 33 African traders from 13 sub-Saharan African countries. Through the concept of trans-locality, the organisational formations of these Africans are conceptualised as links between different places on a larger geographical scale; these links then meet on a local scale in the specific place of Guangzhou. Following a relational understanding of spatial constructions in social science, these links are conceptualised as one of the main drivers for the social construction and transformation of the city as a trans-local trading place.
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Songolé, René. „Les rivalités entre organisations africaines“. Civitas Europa N°45, Nr. 2 (2020): 259. http://dx.doi.org/10.3917/civit.045.0259.
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Fernandez, Sergio, und Hongseok Lee. „The transformation of the South African Public Service: exploring the impact of racial and gender representation on organisational effectiveness“. Journal of Modern African Studies 54, Nr. 1 (09.02.2016): 91–116. http://dx.doi.org/10.1017/s0022278x15000816.
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AbstractThe transformation of the South African Public Service into a bureaucracy that is broadly representative of the population is one of the most significant public sector reforms to occur since the end of apartheid. Grounded in the theory of representative bureaucracy, this study examines demographic representation in the South African Public Service and how it impacts the organisational effectiveness of national departments. The empirical analysis is based on longitudinal data from 60 national departments from 2006 to 2013. The findings show that as these organisations become more representative by hiring a higher per cent of Africans, of Coloureds, and of Indians, they achieve a higher per cent of goals. The findings for gender representation are more mixed and show that female representation among most racial groups is unrelated to organisational effectiveness.
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Phiri, Kenani, Jackson Phiri, Bupe Getrude Mutono-Mwanza und Austin Mwange. „Strategic human resource management practices and organisational performance: A case of the Zambia national assembly of Zambia“. International Journal of Multidisciplinary Research and Growth Evaluation 5, Nr. 2 (2024): 170–80. http://dx.doi.org/10.54660/.ijmrge.2024.5.2.170-180.
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The premise of HRM practices is that an organisation's most important resource is its people, and that its performance depends heavily on them. For HRM to have a meaningful impact on organisational performance, an appropriate range of human resource policies and processes must be developed and effectively implemented. SHRM is an approach that defines how the organisation's goals are achieved by its employees through human resource policies and practices that are integrated with the human resource strategy. SHRM's growing popularity is primarily due to its clear commitment to improving organisational performance. However, studies on the linkage between SHRM practices and organisational performance that have been carried out in the African perspective, are very few especially in a public organisation. The purpose of this study was to examine the impact of SHRM practices on organisational performance. The study was conducted at the National Assembly of Zambia which has its presence in all the one hundred and fifty-six (156) Constituencies through Parliamentary Constituency Offices. The study utilised quantitative research method. Data was collected from the study participants using a questionnaire. Collected data was analysed using descriptive statistics and statistical inference (Pearson Correlation Coefficient and Multiple Regression Analysis). The Pearson Correlation Coefficient was used in order to find out the relationship between the variables and the Multiple Regression Analysis was used in order to find out the impact of independent variables on the dependent variable. The hypothesis test results revealed that there was a relationship between all HRM practices and organisational performance at the National Assembly of Zambia. However, it was revealed that organisation and resourcing had a negative and weak, positive impact on organisational performance, respectively. Learning and development, performance and reward management and employee welfare had a significant impact on organisational performance. The study therefore concluded that SHRM practices have significant impacts on performance of the Zambia National Assembly. The study recommended the need for institutional transparency, employee engagement and access to information by employees. The study also recommended that the Zambia National Assembly should also have a deliberate policy on continuous professional development as well as a succession plan policy.
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Thais Alves Marinho, Thais. „TERRITORIALIDADE E CULTURA ENTRE OS KALUNGA: para além do culturalismo“. Caderno CRH 30, Nr. 80 (05.12.2017): 353–70. http://dx.doi.org/10.9771/ccrh.v30i80.19841.
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Este artigo apresenta uma discussão sobre as ressignificações identitárias ocorridas na comunidade remanescente de quilombo denominada Kalunga, localizada no nordeste de Goiás, Brasil, ao longo de sua formação e a partir do reconhecimento dessas comunidades pela Constituição Federal Brasileira de 1988. O reconhecimento adiciona novas problemáticas identitárias que reverberam na forma como o grupo vivencia e organiza o território. Por meio de um estudo etnográfico, busco demonstrar que a etnicidade do grupo se sustenta em sua própria organização social e territorial, não sendo possível identificar um objeto de contornos limitados – cor, muito menos a “raça”, ou a cultura africana, ou a origem quilombola – com o qual os indivíduos se defrontem e a partir do qual inaugurem sua identidade.TERRITORIALITY AND CULTURE AMONG THE KALUNGA: beyond the culturalismABSTRACTThis article presents a discussion about the identity resignifications that occurred in a remaining Quilombo community called Kalunga, located in northeast of the state of Goiás, Brazil, ranging from its formation and from the recognition of these communities by the Brazilian Federal Constitution of 1988. The recognition adds new identity problems that appear in the way in which the group experiences and organizes the territory. Considering an ethnographic study, I try to demonstrate that the ethnicity of the group is based on its own social and territorial organization, and that it is not possible to identify an object of limited contours – neither color, “race” or African culture, nor Quilombo origin – in which the individuals face each other and from which they inaugurate their identity.Key words: Ethnography; Identity; Territoriality; Quilombolas; Culture; RecognitionTERRITORIALITÉ ET CULTURE ENTRE LES KALUNGA: pour aller au-delà du culturalismeABSTRACTCet article présente une discussion sur les réaffectations identitaires qui ont eu lieu dans la communauté rémanente de marronnage nommée Kalunga, située dans le nord-est de Goias, au Brésil, tout au long de sa formation et de la reconnaissance de ces communautés par la Constitution Fédérale Brésilienne de 1988. Cette reconnaissance ajoute de nouvelles problématiques identitaires qui se répercutent dans la manière qu’a ce groupe de vivre et de s’organiser sur le territoire. Sur la base d’une étude ethnographique, nous essayons de démontrer que l’ethnicité du groupe se maintient grâce à sa propre organisation sociale et territoriale sans qu’il soit possible d’identifier un objet aux contours limités – couleur, bien moins la “race “ ou la culture africaine, ou l’origine marronne- auquel les individus sont confrontés et à partir duquel ils inaugurent leur identité.Key words: Ethnographie; Identité; Territorialité; Les Marrons; Culture; Reconnaissance
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Cant, Michael Colin, Johannes Arnoldus Wiid und Carly Prinsloo. „Cross cultural differences in loyalty, morality and codes of ethics in African countries: a Nigerian and South African study“. Corporate Ownership and Control 11, Nr. 4 (2014): 599–608. http://dx.doi.org/10.22495/cocv11i4c7p2.
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Negative behaviour within an organisation affects the reputation, and the operations of an organisation. The factors that have an influence on behaviour include morality, ethics and loyalty. With numerous influences on morality and loyalty alike, ethical codes are varying among countries, organisations and individuals. The fluctuating nature of codes of ethics means that organisations working together, which are based in different regions, have different expectations and perceptions of ethics based on the codes of ethics established within their organisations. The results indicated that small business owners in leading African countries (South Africa and Nigeria) have similar views on moral behaviour and concern for ethical misconduct in the workplace
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Adebayo, Adeyemi, und Barry Ackers. „Adoption of the combined assurance model by South African state-owned enterprises (SOEs)“. National Accounting Review 5, Nr. 1 (2023): 41–66. http://dx.doi.org/10.3934/nar.2023004.
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<abstract> <p>In addition to integrated reporting, which was arguably first introduced by the third King Report on Governance for South Africa (King Ⅲ), King Ⅲ also formally introduced the combined assurance model as a further governance innovation, aimed at enhancing the quality of organisational reporting. Although the combined assurance model is primarily an internal enterprise risk management innovation, designed to incorporate, integrate and optimise all assurance services and functions, it simultaneously enhances the credibility of organisational reporting. Taken as a whole, the combined assurance model enables an effective control environment, supports the integrity of information used for internal decision-making by management, the governing body and its committees; while supporting the integrity of the organisation's external reports. Organisations adopting King Ⅳ, including state-owned enterprises (SOEs), are expected to explain how the provisions of the combined assurance model have been implemented. Explaining conformance, introduces an element of innovation into organisational reporting as envisaged by King Ⅳ, by providing stakeholders with assurance about the veracity of the disclosures contained in the internal and external reports of organisations. This exploratory paper analyses the extent to which South African SOEs have conformed to seven key combined assurance indicators. The disclosures contained in the publicly available annual/integrated reports of South African SOEs, listed in Schedule 2 of the Public Finance Management Act (PFMA), were thematically analysed to fulfil the objective of the study. We found that although the combined assurance related disclosures suggest high levels of adoption by some SOEs, the majority have not provided sufficient information to explain how they have applied combined assurance, if at all. Although their reports appear to provide internal management with some level of assurance about the extent to which risks have been managed, these reports may not necessarily provide external users with confidence that all material risks have been effectively mitigated, within the organisation's risk appetite. This paper discuses implications for policy and practice and concludes by providing avenues for further research.</p> </abstract>
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Runciman, Carin. „Mobilising and organising in precarious times“. International Journal of Sociology and Social Policy 36, Nr. 9/10 (12.09.2016): 613–28. http://dx.doi.org/10.1108/ijssp-12-2015-0138.
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Purpose The paper argues that the field of social movement studies has been dominated by a movement organisation-centric approach. This organisational bias has constrained the analysis of collective action, especially in the Global South. The purpose of this paper is to contribute towards a reconceptualization of social movements which links them not to organisations but understanding social movements as a praxis linked to the material experiences of everyday life. Furthermore, the paper uses this expanded definition of social movements to revisit debates about mobilising and organising through reference to the contemporary South African context. Design/methodology/approach The empirical findings of the paper are based on ethnographic, qualitative and quantitative research on collective action in South Africa that has been carried out by the author since 2009. Findings The paper presents three case studies of collective action which demonstrate the variability, strengths and weaknesses of different forms organising and mobilising in contemporary South Africa. Originality/value The paper contributes to re-conceptualising social movements in a way in which the concept is better able to travel across the Global North and South as a heuristic device. Furthermore, the paper situates debates about the strengths of mobilising with and without organisations within the South African context.
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Dlamini, Nomusa Nomhle, und Kevin Johnston. „The use of social media by South African organisations“. Journal of Advances in Management Research 15, Nr. 2 (14.05.2018): 198–210. http://dx.doi.org/10.1108/jamr-05-2017-0063.
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Purpose The purpose of this paper is to present how organisations in South Africa are using social media. The paper further explores the value of social media to South African organisations and if it is important for an organisation to have a social media presence. Design/methodology/approach The study used quantitative research methods to answer the main research question and sub-questions. Findings The data collected revealed that most organisations in South Africa are using social media for free advertising, CRM and marketing. The popular social media sites used by these organisations are Facebook and Twitter, with LinkedIn increasing in popularity. The data further revealed that social media is important in organisations for relationship building, contact keeping advertising, marketing, attracting customers, brand management and information gathering. Research limitations/implications The role of social media is changing, it was initially a marketing tool, but the findings revealed that majority of organisations are using social media for free advertising, CRM and marketing. Social media is an easy CRM tool that offers effective and efficient capabilities. Practical implications It is important to use integrate social media with the organisations processes to market and advertise new products, it is an instant and cost-saving way of communicating with customers, and helps in reaching and attracting new customers. Social implications Social media is important for keeping contact and building relationships with customers, advertising and marketing, way to attract customers, brand management tool and gathering information. Originality/value The study provides guidance to how organisation can use social media, identifying the value of using social media and highlighting the importance of social media in an organisation in the South African context.
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Verster, R. „influence of organisational climate on communication in organisations“. Communicare: Journal for Communication Studies in Africa 3, Nr. 2 (21.11.2022): 42–49. http://dx.doi.org/10.36615/jcsa.v3i2.2152.
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The situation/environment in which a person finds himself, influences his behaviour - also his "communication" behaviour. A large part of this situation/environment in the organisational setting is accounted for by the organisational climate which is established and maintained in the particular organisation. In this paper the term organisational climate is defined and from the vast body of literature that exists on the topic, some common characteristics are emphasised. A model of organisational climate is presented, showing the components of organisational climate and their interaction and interrelatedness and how it affects communication in the organisation. The characteristics of a sound organisational climate will be stressed and reference will be made to some research in this field in the South African industry.
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Steyn, M. „Senior executives’ perspectives of integrated reporting regulatory regimes as a mechanism for advancing sustainability in South African listed companies“. Southern African Business Review 18, Nr. 3 (29.01.2019): 142–74. http://dx.doi.org/10.25159/1998-8125/5692.
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South African listed companies are among the first in the world to be subject to compliance with integrated reporting requirements in terms of stock exchange listing requirements. Integrated reporting, as a novel and evolutionary step in corporate reporting, along with the influence that integrated thinking and integrated reporting principles will have on companies, has been the subject of global debate in recent years. This study, performed two years into the South African integrated reporting regime, aims to summarise the findings of the perceptions of chief executive officers (CEOs), chief financial officers (CFOs) and senior executives of South African listed companies on the organisational changes perceived as a result of implementing integrated reporting requirements. The findings confirm and strongly support several of the anticipated organisational outcomes of a regulatory integrated reporting regime, most notably the advancement of strategic decision-making that recognises the organisation’s dependence on resources and relationships in creating and sustaining longer-term stakeholder value, greater consideration of the linkages and interdependencies between financial, social and environmental, and economic matters in setting strategic objectives, and an increased organisational focus on integrating social and environmental objectives into strategic objectives and aligning reported key performance indicators (KPIs) with external stakeholder requirements. Integrated reporting is also perceived as encouraging decision-making in the organisation with the objective of longer-term sustainable wealth-creation. However, maintaining the balance between transparency and business confidentiality when disclosing forward-looking information and strategy remains a challenging aspect of integrated reporting for companies.
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Dewah, Peterson. „ORGANISATIONAL LEARNING AS A KNOWLEDGE RETENTION STRATEGY IN SELECTED PUBLIC BROADCASTING CORPORATIONS IN THE SOUTHERN AFRICAN DEVELOPMENT COMMUNITY“. Mousaion: South African Journal of Information Studies 33, Nr. 1 (25.01.2016): 60–79. http://dx.doi.org/10.25159/0027-2639/840.
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This article reports on a study that assessed the organisational learning activities for the purposes of retaining critical knowledge in three Southern African Development Community (SADC) public broadcasting organisations. The article reports the partial findings of a doctoral study that focused on analysing the knowledge retention strategies in three public broadcasting corporations, namely, the South African Broadcasting Corporation (SABC), Department of Broadcasting Services (DBS) and Zimbabwe Broadcasting Corporation (ZBC), in the SADC. The aim of the study was to establish how organisational learning strategy captured and retained knowledge in these public broadcasting corporations. A structured self-administered survey questionnaire was used to purposively sample 162 professionals and managers in the three organisations. The study concluded that through organisational learning the three public broadcasting organisations captured and retained knowledge but were limited by the lack of knowledge management officials. The study recommends the establishment of knowledge officers’ posts to manage the organisational knowledge and to implement sound mentorship programmes to assist learning in these organisations. While the Human Resources (HR) departments may be managing the training of individuals as a way of acquiring knowledge, the study further recommends that the management should provide HR with more funds to improve the learning culture that allows for innovation, continuous knowledge creation and transformation.
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Molloy, Lynne, und Linda Ronnie. „Sustaining the life insurance industry in the Fourth Industrial Revolution“. South African Actuarial Journal 20, Nr. 1 (28.01.2021): 81–107. http://dx.doi.org/10.4314/saaj.v20i1.4.
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As the Fourth Industrial Revolution (4IR) continues to change the ways of doing business across industries, organisations around the world are grappling with the unprecedented challenges imposed by radical and widespread technological change. In the face of this dilemma, the South African life insurance industry has remained remarkably resilient, exhibiting very little adaptation in terms of structural, cultural, or business model innovation. However, the stable environmental conditions that once enabled this position for incumbent organisations are weakening. Transformational change, like that in the adjacent financial services industry, is imminent and adaptation on the part of incumbent insurers will be vital to sustaining relevance. This research examines the organisational beliefs and capabilities of South African insurance companies regarding the 4IR in order to gauge the current challenges within the broader industry. Semi-structured interviews were conducted with 12 senior leaders and decisionmakers from across the industry. A qualitative inductive analysis shows the inhibitors and enablers of digital innovation within the organisations. The pervasive lack of trust, agility, and urgency within the sector are cited as inhibitors of digital innovation. Enablers include a continuous learning mindset within the organisation, partnerships within the broader ecosystem, and the role of senior leaders for shaping cultural attitudes and structures. Overall, these findings show a disparity between what insurers know they must do to proactively lead change, enact digital innovation, and remain relevant, and what they are actually executing. Recommendations are provided for addressing this gap.
Keywords: Fourth Industrial Revolution; life insurance; strategy; leadership; agility
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Rodrigues, Tony. „SAFEGUARDING SOUTH AFRICA’S PORTUGUESE COMMUNITY-BASED ORGANISATIONAL RECORDS: THE QUESTION OF CUSTODY“. Mousaion: South African Journal of Information Studies 33, Nr. 3 (08.02.2016): 73–94. http://dx.doi.org/10.25159/0027-2639/223.
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This research article made an effort to uncover the attitudes of South African Portuguese community-based organisations in Gauteng, South Africa, towards the custody of their potential archival records and where these organisations would prefer to house any archival records they may hold. The literature reviewed revealed that community records often present community organisations that hold these records with a dilemma regarding who might take custody of their potential records if they do decide to participate in an archival collecting effort of their community. The literature also showed that archival custody options come in different forms, ranging from traditional approaches to custody of physical and legal transfer of ownership to a mainstream archive, to alternative methods often referred to as the post-custodial and stewardship approaches. Utilising an interpretive qualitative research design, similarly the empirical findings from the interviews held with the Portuguese organisations in Gauteng also revealed that these organisations’ preferences towards custody were not uniform. The results showed that any proposed archival collecting effort of the Portuguese community will have to take all their divergent views into consideration if an archival collecting strategy that facilitates the contribution of the records from all their organisations is to be achieved. It also became evident that each organisation’s preference towards the custody of their records is often contentious and therefore needs to be respected if these community records are to be preserved in the long term.
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Gnintedem, Patrick Juvet Lowé. „Les organisations régionales africaines de la propriété intellectuelle et l’accès aux médicaments dans des situations de pandémie“. African Yearbook of International Law Online / Annuaire Africain de droit international Online 24, Nr. 1 (19.12.2019): 88–123. http://dx.doi.org/10.1163/22116176_02401007.
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Souvent frappée par des crises sanitaires, l’Afrique est constamment confrontée aux difficultés d’accès aux médicaments résultant de la protection des droits de propriété intellectuelle (DPI). L’avènement de la pandémie de Covid-19 rappelle des débats devenus vifs ces trois dernières décennies, relativement au sort à réserver aux DPI couvrant les médicaments nécessaires à la prise en charge des populations. À cet effet, les organisations régionales africaines de propriété intellectuelle, dans le cadre de l’Union africaine, mais surtout de l’Organisation régionale africaine de la propriété intellectuelle (ARIPO) et de l’Organisation africaine de la propriété intellectuelle (OAPI) disposent de règles pertinentes destinées à régir l’utilisation des DPI. Entre incitation à la recherche innovante tout en ménageant des flexibilités qui atténuent la rigueur des DPI, et crainte de restreindre l’accès aux résultats de la recherche, le droit généré par ces organisations régionales fournit-il des réponses appropriées pour l’accès aux médicaments? Tantôt encouragé par les DPI existants, tantôt perturbé en raison d’enjeux spécifiques comme la question de la protection des médicaments traditionnels, l’accès aux médicaments est une préoccupation centrale pour les Organisations régionales africaines désireuses de jouer leur partition dans la recherche de l’équilibre entre droits privatifs des titulaires de DPI et intérêt général associé à l’accès aux médicaments.
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Mayer, Claude-Hélène, und Lynette Louw. „Managerial Values in Transcultural Conflicts in South Africa Findings from the Schwartz-Value-Model“. Journal of Intercultural Communication 12, Nr. 3 (20.11.2012): 1–20. http://dx.doi.org/10.36923/jicc.v12i3.606.
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The significant globalisation and post-apartheid challenges faced by managers in international organisations in South Africa are well known. Coping with transcultural conflicts is one of the major challenges. The aim of this article is to assess managerial values and their occurrence in transcultural conflicts in the international automotive organisation in South Africa. The Schwartz Value Model is used as theoretical background. This empirical study is a qualitative case study research. It presents selected qualitative findings on values in transcultural conflicts in the selected organisation. Findings show culture-specific insights into the selected international South African organisations and lead to conclusions and recommendations for further research and international management in South Africa.
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Palmer, Alison, und Anita Bosch. „What makes representation of executive women in business happen?“ Equality, Diversity and Inclusion: An International Journal 36, Nr. 4 (15.05.2017): 306–20. http://dx.doi.org/10.1108/edi-09-2016-0071.
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Purpose The purpose of this paper is to identify the underlying organisational features, according to the gendered organisation theory, that have contributed to high levels of representation of women executives, contrary to the trend in the South African financial services industry. Design/methodology/approach A critical realist approach was employed, using semi-structured interviews, based on a theoretical framework of the gendered organisation. Data were aligned to the theoretical levels of critical realism. Findings The research found that the pool from which the successful candidates were appointed was influenced by two features. The first was the perceived attractiveness of the organisation as an employer, composed of organisational prestige, opportunity for altruism, and the sex of the CEO. The second was the role of the CEO as gatekeeper, most notably the CEO’s network and the impact of the similar-to-me paradigm during selection. Originality/value The utilisation of critical realism as an approach allowed for organisational features embedded in the theory of the gendered organisation to be identified and gives an indication of how the number of women at executive management level may be increased. The salient factors are the role the woman CEO played in the inclusion of more women at the executive level by virtue of her being a woman, and the attractiveness of the organisation to women employees. Organisational features identified were gendered towards the feminine.
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Martins, Nico, und Melinde Coetzee. „Organisational culture, employee satisfaction, perceived leader emotional competency and personality type: An exploratory study in a South African engineering company“. SA Journal of Human Resource Management 5, Nr. 2 (28.02.2007): 20. http://dx.doi.org/10.4102/sajhrm.v5i2.116.
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The purpose of this study was to investigate employees’ experiences of their organisation’s culture and general satisfaction levels and to explore whether potential explanations for these could be derived from measures of the perceived emotional competency and dominant personality type of senior management as aspects of their predominant leadership style. The South African Culture Instrument (SACI), an Employee Satisfaction Survey questionnaire and the 360 Degree Emotional Competency Profiler (ECP) were administered to a sample of 181 (SACI), 170 (Employee Satisfaction Survey questionnaire) and 88 (ECP) volunteer employees of a South African engineering company. All nine senior directors voluntary participated in completing the MBTI, Form G. The results indicated significant differences between the various biographical groups regarding the measured dimensions. The ECP and MBTI results showed the affective and social aspects of leadership behaviour to be a development area for senior management. This study makes an important contribution to the expanding body of knowledge that focuses on the evaluation of organisational factors and leader attributes that influence the motivation, commitment and satisfaction of employees in South African organisations.