Theses and Dissertations (Gordon Institute of Business Science (GIBS))

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An exploration of South African trade union renewal through the lens of business model innovation
(University of Pretoria, 2024-11) Wöcke, Albert; ichelp@gibs.co.za; Ngomane, Mncedzi Vusile
Trade unions globally and in South Africa have been faced by a survival crisis over the last few decades because of growing questions over their relevance and efficacy as social partners. The existential crisis has been reflected in the consistent decline in union density and key financial matrices, such as subscription revenues. As a result of the growing survival threat, trade union renewal became the subject of extensive research over the years. The literature revealed that trade union renewal research mainly focused on the need for unions to evolve certain aspects, such as their collective bargaining strategies, ideological principles, policy positions and operational strategies. There had been no research that explored trade union renewal through the lens of business model innovation. The literature also revealed the lack of research that sufficiently explored the process or approach that trade unions follow or adopt when attempting to renew their business models including how their ideologies impact the process or approach. The study followed a qualitative multiple case study method of inquiry. Four South African trade union cases were used for purposes of primary data collection. The four cases were made of two evolving trade unions and two less evolving unions. Business model innovation theory and related frameworks were used as the basis of the study, particularly for understanding the process or approach that trade unions used for innovating or renewing their business models and understanding the impact or effect that their ideologies and institutional factors had to the process. The results of the study demonstrated that both the evolving and less-evolving South African trade unions attempted to a greater or lesser degree business model innovation as a renewal alternative, albeit at different levels of strategic intentionality and success. The evolving trade unions adopted business model innovation consciously and as a matter of strategic imperative. The less-evolving trade unions, on the other hand, depicted a reactive and coincidental stance on business model innovation. The results also unearthed the different unions’ institutional factors that affected their business model innovation process and outcomes. The results also showed the ideological postures for the two types of unions including how they impacted their business model innovation approaches or processes. The research contributes by extending business model innovation theory to a trade union renewal context for purposes of understanding how South African trade unions innovate their business models. The research also proposes two types of conceptual frameworks that demonstrate the business model innovation approaches adopted by evolving and less evolving unions.
The constraining role of the multidimensionality of organisational legitimacy on revenue model innovation in private, commercially funded news media in South Africa
(University of Pretoria, 2025-05-28) Whittaker, Louise; Barnard, Helena; ichelp@gibs.co.za; Tshangana-Magopeni, Phathiswa Patience
Despite organisational legitimacy being considered important for firm performance and enabling enterprises to attract and attain critical resources, it is unclear how its different and sometimes contrasting dimensions affect organisations pursuing revenue model innovation in contexts with competing legitimacy requirements. Using a qualitative approach, this multiple case study sought to answer the question: How do the multidimensionality and adaptability of organisational legitimacy interface with revenue model innovation in commercial news media in South Africa? It focuses on private, commercially funded full-service news organisations. Primary data from four case studies were gathered through semi-structured interviews. Further primary data were collected from participants, comprising regulators and industry experts, to corroborate the case study data. Additionally, secondary data from case studies and industry bodies included regulatory codes, editorial policies, and operating licences. The findings showed that, contrary to current notions of organisational legitimacy being a strategic resource or an asset that is instrumental for organisational growth and survival, its multidimensionality constrained how organisations pursued revenue model innovation, owing to diverse stakeholder requirements and competing legitimacy-signalling behaviours. Furthermore, the findings revealed that pragmatic, moral, regulatory, and cognitive legitimacy dimensions proved to be inflexible under conditions said to trigger their adaptability, that is, divestment and intrapreneurship, could not create conditions necessary to enable revenue model innovation. The study contributes to the theoretical foundations of revenue model innovation by fusing insights from the institutional theory and the activity system perspective, showing that revenue model innovation spans boundaries and is dependent on multiple actors with sometimes diverse interests. For managerial practice, the study highlights the need for an organisation-wide systematic approach to revenue model innovation that considers actors, partners, organisation-level and macro-level interdependencies, and moderators, and proposes an activity system-based approach to revenue model innovation for environments with competing stakeholder requirements.
Women entrepreneurs and belonging in entrepreneurial resourcing practice
(University of Pretoria, 2025-01) Myres, Kerrin; ichelp@gibs.co.za; Phiri, Lelemba Chitembo
Women’s entrepreneurship has been lauded as a potential key contributor towards social and economic development and well researched over the last three decades. Central to these studies is the acknowledgement of gendered and racialised patterns in the field and the consequent association of entrepreneurship with maleness and whiteness. This has resulted in unequal access to resources for women entrepreneurs and a sense of alienation and nonbelonging. Furthermore, black women entrepreneurs have been noted to experience the double-negative of race and gender thus experiencing disproportional alienation, being severely under resourced and resulting in their enterprises being smaller and less profitable than their white counterparts. Entrepreneurial resourcing is key to venture development and success, with belonging being found to influence resourcing practices. In this study, the entrepreneurship as practice (EaP) approach was employed to explore the belonging and resourcing practices of 26 black women entrepreneurs in South Africa utilising a narrative design, situated in the social constructionist paradigm. The study provides several contributions. Firstly, it contributes a new conceptual framework about the practices that black women entrepreneurs within certain contexts, employ to negotiate belonging and resourcing. Secondly, it extends the Occupational Perspective of Health theory (OPH) from Psychology, into entrepreneurship. Thirdly, by employing OPH, the study refines the existing theories of entrepreneurial belonging by revealing the interdependent nature of belonging with doing, being and becoming. The study then makes a methodological contribution by offering a systematic approach for the examination of practice interrelationships and complex entrepreneurial experiences. Additionally, it makes an empirical contribution with the unique dataset of life histories of black women entrepreneurs from across the African continent. Finally, it offers practical strategic guidelines for navigating, fasttracking and achieving belonging and resourcing for marginalised entrepreneurs.
Exploring the boundaries of political behaviour of senior leaders
(University of Pretoria, 2025-06) Olivier, Johan; ichelp@gibs.co.za; Motloung, Musa
This study investigates the under-explored yet crucial terrain of the boundaries of political behaviour: specifically, among senior leaders in complex organisations where influence and collaboration are essential yet fraught with complication. Mismanaged, such dynamics can generate poor decision-making, thereby jeopardising an organisation's short-term success and long-term sustainability. To date, such research has emanated mostly from the Global North and Asia. However, this inquiry redresses the imbalance by focusing on South Africa and its unique context of cultural, racial, and gender dynamics. Informed by upper echelons theory, it adopts an inductive, qualitative approach with a hermeneutic phenomenological design, to explore the relational dynamics (strategic interface) between highly diverse senior leaders in complex, regulated South African banking organisations: a sector characterised by both institutional sophistication and persistent socio-economic inequalities. Data was collected via in-depth, semi-structured interviews with top executives, in which lived experiences were explored and rich insights garnered. Theoretically, the study departs from prior research, which focused largely on middle management or generic organisational settings, and centres instead on upper echelons, where decisions bear particular strategic weight. The research generated several new conceptual insights which reframe political behaviour as a fluid, ethically contingent practice. Firstly, contextual duality: political behaviour is seen as neither inherently positive nor negative, but exists on a dynamic continuum shaped by intent, leadership values, and organisational context. Secondly, boundaries are context-dependent: acceptable political conduct is demonstrably fluid, shaped by internal structures (leadership culture, performance systems) and external socio-political forces (race, gender, national governance). Thirdly, the notion of holistic integration positions political behaviour as an evolving product of social, economic, and political interplay, rather than a fixed trait or isolated action. Fourthly, the study offers scholars and practitioners a set of practical guidelines, complemented by the leadership continuum model: a novel theoretical lens through which to analyse political conduct within complex, high-stakes leadership environments. Finally, the study concludes with recommendations for future research, including the development of measurement tools and further empirical testing across diverse sectors and geographies.
The influence of mindfulness and self-compassion on entrepreneurial learning from failure : insights from a mindfulness training programme
(University of Pretoria, 2024-12-02) Myres, Kerrin; ichelp@gibs.co.za; Johnstone, Rhys
This study seeks to explain the influence of mindfulness and self-compassion on entrepreneurial learning from failure. Failure is a valuable source of learning for entrepreneurs, but it can generate powerful negative emotions and learning outcomes are inconsistent. Entrepreneurship scholars have largely viewed entrepreneurial learning from failure through the lens of experiential learning theory, but the literature is fragmented, and we do not adequately understand how learning from failure works. There is evidence from psychology that mindfulness and self-compassion may have beneficial effects for entrepreneurial learning from failure, and mindfulness training has been found to generate these mechanisms. However, entrepreneurship research on mindfulness and self-compassion is sparse, and it is not clear how these mechanisms might influence entrepreneurial learning from failure. The research question is therefore: In the contexts of entrepreneurial failure and re-entry, how do mechanisms of mindfulness and self-compassion influence outcomes for entrepreneurial learning from failure in individual entrepreneurs? To answer this question, a multiple case study was conducted, cast as a realist evaluation of participants in a mindfulness training programme for entrepreneurs who are trying again after previously failing. Qualitative data was collected longitudinally throughout the study. Thematic analysis was conducted to refine configurations of contexts, mechanisms and outcomes which explain how mindfulness and self-compassion influence entrepreneurial learning from failure. The study found that mindfulness mechanisms influence how entrepreneurs experience failure and re-entry, generating secondary mechanism which in turn go on to influence the reflecting process, resulting in attributions which support learning. The study also found that selfcompassion influences the conceptualising processes of learning, leading to new ideas about success and failure, a more harmoniously passionate approach to entrepreneurship, increased self-efficacy and feeling more connected. Theoretically, this research refines our understanding of entrepreneurial learning from failure as an experiential learning process and explains how mindfulness and self-compassion influence specific processes in entrepreneurial learning from failure. The study also contributes to realist evaluation methodology and advances practice by refining mindfulness training protocols for entrepreneurs. These contributions advance our understanding of learning from failure and our ability to assist entrepreneurs to make a success of their subsequent ventures.
The impact of innovation climate and diversity on inclusive leadership and innovative work behaviour in South African organisations
(University of Pretoria, 2024-11-04) Scheepers, Caren; ichelp@gibs.co.za; Lombard, Wilhelmus Hermanus Adriaan
Businesses need to innovate to remain competitive in their respective markets. Diversity and the appointment of a diverse workforce are promoted as enablers of innovation within organisations. However, appointing diversely without creating inclusivity and promoting an innovative climate, proves to have negative effects on innovation within the organisation. Therefore, to fully harness the advantages of a diverse workforce, several other aspects need to be considered to promote innovation that will assist organisations in remaining competitive in their markets. The purpose of the study was to examine the effect of innovation climate on the relationship between inclusive leadership and innovative work behaviour. Furthermore, differences in race and gender within the leader-follower relationship were tested to measure the impact of the relationship on innovative work behaviour which could stem or promote innovation. This study used a mono-method quantitative methodology with a survey questionnaire as measurement instrument. The unit of analysis was knowledge workers within South African organisations, reporting to a direct manager/supervisor within their organisation. The outcome proved the existence of a significant relationship between inclusive leadership and innovative work behaviour. Full mediation was measured when implementing innovation climate as mediator proving that innovation climate improves the relationship between inclusive leadership and innovative work behaviour. Finally, no evidence was obtained in so far as gender or race diversity impacting the relationship between inclusive leadership and innovative work behaviour. The study therefor adds to literature a method for testing innovative work behaviour through inclusive leadership in developing countries.
Role demands, constraints and choices: The impact of context and stakeholder expectations on business incubator managers’ strategic agency
(University of Pretoria, 2024-10) Marks, Jonathan; Olivier, Johan L.; ichelp@gibs.co.za; Gwarega, Dambudzo
This study examines how stakeholders’ expectations influence the behaviour of business incubator managers, as demonstrated by their strategic agency. While existing research acknowledges the potential of effective business incubator management in fostering successful new ventures, it does not delve into this role's complex and contextual nature, particularly in developing economies. Understanding how stakeholder expectations influence incubator managers’ strategic agency enhances understanding of managerial role behaviours in different operating contexts and helps improve business incubation practices. Role theory posits that a role occupant’s behaviour is shaped by the demands and constraints emanating from the members of the role-set’s expectations, with little focus on the occupant’s agency. However, organisation and management literature show managers have agency and can enact their roles. Therefore, foregrounding this literature, the study answers, “In what way do stakeholders’ role expectations enable and/or constrain the strategic agency of business incubator managers in a resourceconstrained context?” The study uses a qualitative, multiple case study design involving six business incubators purposively selected in South Africa, a resource-constrained emerging economy in sub-Saharan Africa. The data were thematically analysed using abductive reasoning anchored by the role theory framework. The findings underscore the continuous struggle of incubator managers to gain and maintain the incubator's legitimacy. Gaining legitimacy hinges on delivering visible performance impacts, adhering to the incubator's mandate, and bolstering its reputation. This balance between performance impact, incubator sustainability, and reputation is the central driver of the incubator manager’s strategic agency. The findings enrich role theory by illustrating that the demands managers face, driven by stakeholders' expectations, can act simultaneously as both constraints and enablers of strategic agency. For practice, the findings inform policy regarding entrepreneurship support through business incubation in a resourceconstrained context. Moreover, practitioners can benefit from insights into how misaligned stakeholder expectations constrain incubator managers’ strategic agency. Furthermore, insights into the impact of organisational structures on incubator managers’ performance can inform incubator institutional arrangements and management practices suited to the contextual demands.
The role of trust in family business succession planning
(University of Pretoria, 2025-03) Mamabolo, Anastacia; ichelp@gibs.co.za; Khenisa, Boipelo
Trust plays a pivotal role in the sustainability and longevity of family businesses, particularly in succession planning. Unlike corporate enterprises governed by formal structures, family businesses rely on interpersonal relationships, making trust a crucial factor in leadership transitions. However, succession planning remains a significant challenge for many family-owned businesses, often leading to disputes, instability, and, in some cases, business failure. This study explores the role of trust in family business succession planning by examining strategies used to appoint future leaders, the impact of trust on leadership transitions, and the factors influencing trust development. A qualitative research approach was employed, using semi-structured interviews with founders, successors, and key stakeholders from various family businesses in South Africa. Thematic analysis was conducted using Atlas.ti to identify patterns and key insights. Findings indicate that trust facilitates business continuity, smooth transitions, and leadership development. However, trust is influenced by internal family dynamics, governance structures, and external market conditions. The study underscores the need for structured succession planning, transparent communication, and leadership mentoring to sustain trust and ensure long-term success. The findings provide valuable insights for family businesses, policymakers, and scholars in understanding the complexities of trust in succession planning.
Benford’s law and electoral integrity: A forensic analysis of African elections
(University of Pretoria, 2025-04-14) Saville, Adrian; ichelp@gibs.co.za; Vilakazi, Zwelithini Edward
This study examines the applicability of Benford’s Law (BL) as a forensic auditing tool for detecting anomalies in electoral results. BL, which predicts the expected distribution of leading digits in naturally occurring numerical datasets, has been widely employed in financial fraud detection and academic research validation. While prior studies have explored BL’s potential in election forensics, its reliability in distinguishing between genuine fraud and natural statistical deviations remains inconclusive. Using electoral data from Zimbabwe and Kenya, contrasted with benchmark cases from more stable democracies that are South Africa and Botswana, this research applies multiple BL digit tests (first-digit, second-digit, and first-two-digit analyses) alongside complementary statistical measures (chi-square, Kolmogorov-Smirnov, Mean Absolute Deviation, and p-value tests). The results indicate that while BL can flag irregularities in election data, its limitations as a standalone tool necessitate caution. False positives may arise due to legitimate data quirks, and contextual factors can distort digit distribution patterns. The study concludes that BL should serve as a preliminary screening mechanism rather than definitive proof of electoral manipulation. To enhance election integrity, future forensic audits should integrate BL with advanced statistical techniques or machine learning models. These findings contribute to methodological debates in election forensics and provide practical recommendations for strengthening post-election audit frameworks.
The paradox of flexibility: Exploring the dichotomy of employer-initiated flexible working arrangements and return-to-office directives on knowledge workers’ motivation in the contemporary workplace post-Covid-19
(University of Pretoria, 2024-11-07) Meintjes, Anel; ichelp@gibs.co.za; Mofokeng , Molotsi Ntsieng Hendrick
The global outbreak of the COVID-19 pandemic precipitated a substantial transformation in business operations. With the imposition of lockdowns and social distancing measures, organisations across the globe were compelled to transition from conventional office-based work to adopt flexible working arrangements, prominently featuring working from home. This adaptive response was critical for sustaining business continuity and meeting organisational objectives within a complex and restrictive business environment. This qualitative exploratory research aims to explore the paradox of flexible working arrangements as initiated by employers to circumvent business challenges during COVID-19 and the new emerging concept known as return-to-office directives, where employers are now mandating employees to adopt pre-COVID-19 office centric setups. Managers are confronted with the paradoxical dilemma of whether to continue with flexible working arrangements or implement return-to-office directives. Each alternative presents significant unintended repercussions. This study aims to establish the effect of these concept on employees’ motivation, specifically knowledge workers. The primary research question sought to examine the impact of management’s decision to implement return-to-office directives, which mandate the physical presence of knowledge workers in the office, on their motivation level and attitude towards their work. To fully address the primary research question, managers were also asked to provide recounts of their perception of their staff’s motivation towards work after implementing return-to-work directives in addition to data obtained from knowledge workers. A qualitative research approach was considered appropriate, the researcher adopted interpretivism philosophy to complement it. Given the exploratory nature of the study, the theory development was inductive. Due to time constrains the study was cross sectional and used semi-structured interviews to collect data from participants purposefully drawn from researcher’s professional network. The findings showed that implementing return-to-office directives does not affect employees’ motivation, even thou the elements of discomfort, inconveniences were noted as well as challenges of dealing with transition was experienced, the level of motivation remained unaffected. Flexible working arrangements were found to enhance employees’ motivation. This finding corroborated the literature. Consequently, a framework was developed to elucidate the effects of flexible working arrangements and return-to-work directives on organisations to help business leaders make informed decisions about workplace policies and their repercussions on employees’ motivation, productivity and workplace effectiveness.
Gender equality in the workplace: A case for Generation z women
(University of Pretoria, 2025-03-04) Ndletyana, Dorothy; ichelp@gibs.co.za; Dodzo, Cordellia Eve
Gender bias continues to be a pervasive issue in the workplace, impacting career progression, remuneration, and overall job satisfaction for women. It is one of the main reasons why women’s careers stagnate. Although considerable research has examined gender bias, gender discrimination and gender inequities, only a limited number of studies investigate how Generation Z (Gen Z) women experience and navigate workplace gender bias, and their views on how to address gender bias in the workplace. This study aims to analyse the experiences of Gen Z women in the workplace, focusing on their methods for combating gender bias and their views on eliminating systemic inequities. An interpretivist perspective was adopted for this study. Through a qualitative narrative inquiry approach, utilising semi-structured interviews, the lived experiences of female Gen Z professionals were explored to gain insight into their experiences with gender bias in the workplace. The data was analysed using thematic analysis, revealing the strategies that are employed by Gen Z women to navigate gender bias and their views on how gender bias can be eliminated. This study enhances the sparse research on Gen Z's employment experiences and offers suggestions for organisations to foster more inclusive cultures. It underscores the necessity for focused gender-equity measures that cater to the unique expectations and advocacy strategies of Gen Z women.
The experiences of middle managers enacting strategic roles in financial services organisations in South Africa
(University of Pretoria, 2025-03-04) Meyerowitz, Danielle; ichelp@gibs.co.za; Gumede, Gugulani Pearl
For organisations to remain competitive in uncertain turbulent markets, growing research on emergent strategic approached calls for business leaders to open up strategy formulations processes and include actors outside the corporate elites, such as middle managers, in so called open strategy processes (Brielmaier & Friesl, 2023). This to afford them the unique insights and perspectives to guide strategy formulation for strategic agility. However, there is limited knowledge about the practical applications of such approaches beyond theory (Brielmaier & Friesl, 2023), and less about the middle managers perspectives when invited to join open strategy processes notwithstanding the dynamics of their interactions with senior leadership (Rouleau & Balogun, 2011; Splitter et al., 2023) This cross-sectional interpretivist study employs exploratory qualitative research methods to explore the experiences of middle managers in organisation’s strategy formulation processes. Data was gathered from 14 semis-structured interviews with middle managers from the financial services sector in South Africa and thematically analysed to gain their unique lived experiences. Findings indicated that the majority of middle managers were being included in strategy formulation with positive experiences of inclusion, however a new perspective were the negative consequences of inclusion that impaired their ability to effectively participate. These findings have important significant for business leaders adopting open strategy process as they provide pertinent insights that can guide the preparation of middle managers for inclusion in strategy formulation. In addition, this research addresses the call for research that gives light on the dynamic of interdiscursive interactions between senior leaders and middle managers from the middle managers unique perspective.
International entrepreneurial orientation of South African ventures
(University of Pretoria, 2025-03-04) Ntshakala, Thembekile; ichelp@gibs.co.za; Gongxeka, Nombulelo
The study examines Entrepreneurial Orientation (EO) on the internationalisation of South African Ventures focusing on export market participation. EO is investigated in terms of innovativeness, proactivity, and risk-taking, as well as in terms of the moderating influence of environmental factors, including government support expressed as policies, incentives, and infrastructure. Targeting small, medium, and large South African exporting firms, a quantitative, cross-sectional survey was conducted utilising a standardised research instrument distributed through convenience sampling. Exporters provided data, which was examined to determine how EO characteristics relate to international performance. Key findings suggest that whilst innovativeness showed an inverse relationship, proactiveness, and risk-taking positively correlated with improved export performance. Government support failed to moderate these relationships, such as policies, incentives, and infrastructure, and enhanced the benefits of EO on internationalisation. The primary challenges in South Africa identified turned out to be institutional support lacking and infrastructural constraints. The study concludes that effective internationalisation depends on both internal entrepreneurial capacities and external institutional elements. Recommendations stress the need to match government export support programs with the requirements of firms to promote sustainable economic development through increased export activity.
The role of automotive manufacturers in the supply chain diversity programmes of black-owned motor dealers in South Africa
(University of Pretoria, 2025-03) Zwane, Steven; ichelp@gibs.co.za; Gasa, Marcia
Automotive franchise dealerships in Suth Africa are predominantly white owned. Research shows that inclusion of black ownership in the automotive supply chain has historically been skewed toward upstream. This research set out to explore why, despite regulatory requirements, efforts by the OEMs, industry bodies and the interest by black investors, there are still a few black-owned automotive franchise dealers. Research confirms that there has been limited study on the progress of BBBEE in the downstream supply chain of the automotive industry with a particular focus on black dealership owners. Qualitative research was undertaken to explore this knowledge gap on BBBEE through diversity and inclusion, supplier selection, supply diversity and sort to gain understanding on the supplier development plans of the 7 manufacturing OEMs. Thematic analysis of the results shows that the selection processes and actions of the OEM do not align with their ambitious plans to transform the dealer network. OEMs have since changed the selection of dealer investors to include black ownership requirements, which they deviate from at their discretion. This is further aided by the absence of regulatory policing on compliance on such aspect of transformation. The results do not show concrete supplier development programmes to bring about the necessary transformation. The OEM stringent requirements to qualify for dealerships with high barriers of entry remain in place. These barriers include capital and extensive experience in the automotive industry, experience which the black investors with the capital do not have, and capital which black potential investors that have experience cannot access.
Overcoming barriers to technology adoption: Enhancing data accuracy and employee productivity in rubber manufacturing
(University of Pretoria, 2025-04-01) Pelser, Theuns; ichelp@gibs.co.za; Zuma, Trevor Matthew
The amalgamation of innovative technologies into manufacturing and production systems has transformed industry and allowed businesses to realise high levels of effectiveness and increased productivity, enabling them to achieve competitive advantage. Research on the barriers that might impede technology adoption within rubber manufacturing operations is limited. The aim of this research was to analyse the difficulties related to the use of technology in industrial processes, particularly the obstacles that may impede efficient data input, when employing a Data Management System (DMS). The study was aimed at helping determine the underlying factors contributing to employee resistance and insufficient data entry when using DMS. A quantitative study was conducted, data was gathered through surveys and made use of ordinal data . The data was analysed using the Unified Theory of Acceptance and Use of Technology (UTAUT) model. The analysis indicated that challenges such as difficulty operating the DMS, insufficient training, limited technical support, and inadequate infrastructure hindered the adoption process. These barriers were manifested with inconsistent data input, employee frustration, and reduced engagement with technological systems. The insights gained from the results are valuable for practitioners and operational specialists involved in technology implementation in business. Harnessing thorough insights of these barriers is vital for developing functional strategies to promote technology integration across sectors.
Exploring the influence of organisational culture on women's perceptions of gender diversity, equity, and inclusion initiatives in the manufacturing sector
(University of Pretoria, 2025-03-04) Kinnear, Lisa; ichelp@gibs.co.za; Molapo, Nkhethoa
Women remain significantly underrepresented in leadership roles within male dominated industries like the South African manufacturing sector, despite decades of corporate commitments to gender diversity, equity, and inclusion (DEI) (Simionescu, Gherghina, Tawil, & Sheika, 2021). Research shows that at the current pace of change, it may take over a century to achieve gender parity in managerial positions (United Nations, 2023). This study critically examines how organisational culture shapes women’s perceptions of DEI initiatives, employing Schein’s Model of Organisational Culture as a theoretical framework (Schein, 2010). Specifically, it investigates how cultural artifacts, espoused values, and underlying assumptions influence workplace experiences, career progression, and retention of women. Through a qualitative, interpretive research approach, semi-structured interviews were conducted with women leaders across multiple manufacturing organisations. Thematic analysis revealed persistent structural and cultural barriers, including exclusion from informal power networks, gendered leadership biases, and performative DEI strategies that fail to drive substantive change. Findings suggest that while many organisations have formal DEI policies, their effectiveness is undermined by entrenched cultural norms that reinforce male-dominated hierarchies. Women reported scepticism regarding the authenticity of these initiatives, often perceiving them as compliance-driven rather than transformative. Furthermore, the study highlights the critical role of leadership accountability, mentorship, and the establishment of psychologically safe work environments. The study provides evidence that meaningful gender diversity cannot be achieved through policy alone but requires cultural transformation at all levels of the organisation. This research contributes to both academic and industrial discussions on workplace diversity by offering practical recommendations for manufacturing organisations to bridge the gap between DEI rhetoric and lived reality. By challenging deeply ingrained cultural biases and reshaping leadership structures, organisations can create environments where women are not only present in leadership but also able to thrive.
The enablers and barriers of career progression for women into senior management positions in the manufacturing industry
(University of Pretoria, 2025-03-04) Singh, Khavitha; ichelp@gibs.co.za; Mhlaba, Zamalotshwa Zanele
This study aimed at examining the barriers and enablers which inhibit women’s promotions into senior leadership positions, within South Africa’s manufacturing sector. The research employed qualitative, exploratory design to gain insights from interviews involving semistructured interviews of senior female leaders. Structural barriers, like entrenched gender stereotypes, the glass ceiling effect, limited mentorship opportunities and work life imbalance, hindered women’s advancement. Supportive leadership practises, effective mentorship and sponsorship, transformational leadership and career resilience, on the other hand, were found to be the critical enablers of progression. Overall, these findings showed how organisational culture combined with societal norms, as well as individual agency, worked together to construct career trajectories. This piece of work contributed to the literature on gendered organisational practises by offering a nuanced understanding, and also included practical recommendations for policymakers and industry leaders to create a more inclusive work environment conducive for equal representation among its ranks at the senior level. Overall, the research pointed out that more systemic change was needed at organisations.
Exploring the effects of patriarchy on woman entrepreneurs in the manufacturing sector though a social feminist lens
(University of Pretoria, 2025-03-04) Kinnear, Lisa; ichelp@gibs.co.za; Mazibuko, Mandisa Wintess
Women entrepreneurs play an under-valued, but critical role in the expansion of economies, especially in developing countries. However their participation in male-dominated arenas like manufacturing is severely limited by patriarchal attitudes. This research investigates the impact of patriarchal norms on women-owned firms in the manufacturing sector. Using social feminist theory (SFT) as a theoretical lens of analysis, the study explores lived experiences to reveal the character of patriarchy. Qualitative research methods were applied to capture data from purposefully selected female entrepreneurs building manufacturing businesses. The results show that structural impediments, such as limited access to capital, restricted industrial networks, and cultural biases are accentuated for women by patriarchy. This hampers the growth and sustainability of woman-led businesses. The research also identifies the efforts by women to mitigate patriarchal restraints. Interventions include use of own financial resources, building social capital, implementing flexible leadership strategies, and accessing informal mentoring networks. The findings add to the wider discussion on gender and entrepreneurship, emphasising the need of inclusive policy measures such as gender-sensitive financial instruments and specialised entrepreneurial assistance programs. By combining theoretical ideas with empirical evidence, this study contributes to scholarship on women's entrepreneurial agency and the structural changes required to build a more equitable business environment.
New business models for South African waste handling equipment manufacturers
(University of Pretoria, 2025-03-04) Govender, Kruschen; ichelp@gibs.co.za; Mathebula, Bafana Boyce
This research explores the integration of sustainable business models in South African waste-handling equipment manufacturing, focusing on the adoption of Circular Economy (CE) principles and innovative technologies. Given the sector's challenges, including urbanrural infrastructure disparities and regulatory barriers, the study evaluates the potential benefits of circular and data-driven approaches. The research employs qualitative methods, including semi-structured interviews, to investigate business models, technological advancements, and regulatory influences. Findings reveal that South African manufacturers are beginning to adopt sustainable practices but face significant hurdles due to financial constraints, high technology costs, and a lack of skilled workers. Despite these challenges, embracing CE principles, automation, and AI-driven models could significantly enhance operational efficiency and sustainability. The study emphasises the need for supportive government policies and industry partnerships to overcome these barriers, fostering a more sustainable and resilient waste-handling industry in South Africa.
Sustainable business model innovation for South African municipalities in a changing South African energy landscape
(University of Pretoria, 2025-03-04) Kassier, Liesel; ichelp@gibs.co.za; Masuku, Linda Eugene
South African municipalities are at a crossroads regarding the relevance of their electricity business models, driven primarily by financial unsustainability, regulatory loopholes, and technological advancements. This study explores the options available to these municipalities for a seamless transition to a more decentralised energy model. A qualitative approach was employed, collecting data through in-depth interviews with public and private stakeholders. The findings highlighted significant barriers, such as declining revenue from locally generated electricity, insufficient regulatory support, and limited investment in information and communication technologies. The study outlined various adaptive measures, including Energy-as-a-Service (EaaS), innovative pricing structures, and initiatives supported by Public-Private Partnerships (PPPs). Successful adoption of relevant energy infrastructure necessitates collaboration among a diverse group of stakeholders, including Independent Power Producers (IPPs) and consumer prosumers. The insights gained from this research are crucial for policymakers, local government authorities, and industry stakeholders engaged in developing robust and economically viable electricity business models. Without essential structural reforms and investments in advanced technologies, municipal electricity departments in South Africa risk losing sustainability. This research contributes to the academic discourse on municipal energy sustainability, regulatory reforms, and new business models within the context of South Africa's evolving energy landscape.

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