Journal of Contemporary Management - Volume 4, Issue 1, 2007
Volume 4, Issue 1, 2007
Emotional intelligence : a key human resource management competence for project managers in the 21st centurySource: Journal of Contemporary Management 4, pp 1 –19 (2007)More Less
Human resource management and the corresponding soft-skills or competencies are reported to be of significant importance for project management success. One of the measures of these soft-skills, used in recent years, is the concept of emotional intelligence. Emotional Intelligence (EI) is the capacity to understand, value and wisely manage emotions in relationship to oneself and others. This research focused on exploring the concept of emotional intelligence and its importance as competence for project managers in the 21st century. The first step was to explore the literature and develop a construct of emotional intelligence that could be applicable to project managers. The second step was to determine whether emotional intelligence, as per said construct, is perceived to be important for project managers. A web-based survey questionnaire was developed and distributed to 5444 project stakeholders across the globe, of which 395 (7.25%) responses were unspoiled. The findings from the statistical data analyses indicate that almost 90% of respondents are of the opinion that emotional intelligence is an important attribute for project managers and the four factor construct of emotional intelligence is applicable to project managers, in especially the 21st century.
Author C. KennedySource: Journal of Contemporary Management 4, pp 20 –29 (2007)More Less
This article gives an overview of the global trends in the treatment of indigent EMS (Emergency Medical Service) patients. Following an introduction to Netcare 911, the article starts with clarifying the definition of "indigent" from a specifically global perspective. The article then explores this topic in the South African context from which a broader global overview is taken, with particular research honing into four nations i.e. Singapore, Unites States of America, United Kingdom and Canada. Before making a final conclusion, the argument of whether it is a social, political or economic issue is contemplated.
Source: Journal of Contemporary Management 4, pp 30 –45 (2007)More Less
The Science of Service Management and Engineering (SSME), as an emergent discipline, has its roots embedded within the fertile grown of a global services economy. In this paper an attempt is made to gain clarity as to the "SSME" concept and the implications thereof within an African context, with specific reference to the role of academic institutions as innovative thought leaders.
Source: Journal of Contemporary Management 4, pp 46 –67 (2007)More Less
A prominent issue in international staffing literature is the premature return of an expatriate to his/her home country or resignation during or shortly after the international assignment. This paper is based on an empirical study that draws upon quantitative and qualitative data generated through self-administered questionnaires from among a sample of South African expatriate managers. The main purpose of the study was to determine to what degree job-related attitude predicts the intention to quit prematurely, or intention to quit their job during or post completion of an international assignment, and which job-related attitude variables are accountable for this intention to quit or not to quit. The findings provide empirical evidence that expatriate failure rates could reach unacceptable levels and job-related attitudes are identified as critical to the adjustment process. The results and recommendations may assist multinational corporations in South Africa to facilitate the expatriation and repatriation processes of managers, saving substantial sums of money and keeping valuable human capital within the multinational corporation as part of talent management.
Source: Journal of Contemporary Management 4, pp 68 –85 (2007)More Less
The aim of this study was to investigate the relationship between personality traits and life balance amongst employees in the South African corporate sector (N = 175). Life balance is defined as the state that people reach when they experience contentment regarding their time involvement, emotional involvement and level of satisfaction achieved from each life role. This conceptualisation encompasses Super's five adult life roles, namely that of student, worker, citizen, leisurite and home and family person. Each participant completed a biographical questionnaire, the Basic Traits Inventory and a life balance questionnaire. Examination of the individual personality traits in relation to life balance indicated that Extroversion, Conscientiousness and Openness to Experience had statistically significant positive relationships with life balance, while Neuroticism surrendered a statistically significant negative relationship with life balance. Conscientiousness was the only trait which yielded a meaningful relationship of > 0.30 with life balance. Results of a multiple regression analysis, which was employed to investigate the combined effect of personality traits, revealed a statistically significant predictive relationship between traits and life balance. Personality traits accounted for approximately 15% of the variance in life balance experience. The study has implications for organisations who attempt to contribute to positive life balance experiences of employees.
Source: Journal of Contemporary Management 4, pp 86 –115 (2007)More Less
A web-based national questionnaire survey was used for a race-based examination of job satisfaction of quantity surveyors in post-apartheid South Africa. Issues explored included : how satisfied are 'Non-white' and 'White' quantity surveyors with their jobs; what influences their job satisfaction; what influenced their choice of career; what issues relating to race affect job satisfaction; and to what extent do the two groups experience harassment and discrimination at work? Significant differences of opinion arise regarding : main drivers in career choice; feelings of job satisfaction; feelings about recognition by employers of achievements regardless of race; and views on maternity / paternity leave above statutory minima. Highly significant differences between 'Non-whites' and 'Whites' arise over issues of : being subjected to greater supervision because of race; not being allowed to contribute meaningfully to the decision-making process; viewing PDI (Previously Disadvantaged Individual) status as a valid basis for promotion; seeing race respresentivity in the profession as important in combating discrimination at work; having personally experienced racial harassment and discrimination at work; and seeing respect for individual diversity in the workplace as important - with 'Whites' viewing these issues less 'empathically' than their 'Non-white' counterparts. The results provide valuable indicators for how the quantity surveying firms can create a more conducive work environment for professional staff.
Revelling in the mess of the flat world services economy : a strategic management and organisational culture perspectiveSource: Journal of Contemporary Management 4, pp 116 –137 (2007)More Less
An era of industrialisation is making way for what has become termed the global services economy that is essentially characterised by uncertainty, discontinuous change, extensive competition, and complex contextual conditions. In this paper strategy and culture, as two interdependent domains of management are analysed, from a traditional scientific management and a complexity theory perspective, as a means of gaining a competitive advantage within the services economy. An important conclusion derived from the analysis is that organisational culture cannot be intentionally managed to support a specific strategy that is to be implemented, as it essentially is emergent in nature. At best unfavourable emergent cultural patterns may be disrupted and favourable patterns encouraged. This has significant implications for strategic management within the services economy. It is also suggested that the rational analytical models of strategy formulation and implantation, that assumes linear causality, are no longer deemed to be an effective response to the complex nature of the services economy and that an emergent strategic process is far better suited for dealing therewith. A central tenet underpinning such an approach is the emergence of a culture that facilitates participation and open-ended discussions, enabling participants to make-sense of contextual conditions that are arising at the peripheral edge. It is a process that entails looking at the emergent context from widely different perspectives and experimenting to find a possible innovative strategic response for gaining a competitive advantage in the global services economy.