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dc.contributor.advisorVan Rensburg, W.P.J.
dc.contributor.authorHerholdt, Memorie C J
dc.date.accessioned2016-01-20T14:42:47Z
dc.date.available2016-01-20T14:42:47Z
dc.date.issued2010
dc.identifier.urihttp://hdl.handle.net/10394/15963
dc.descriptionThesis (MBA) North-West University, Mafikeng Campus, 2010en_US
dc.description.abstractThe aim of the study was to evaluate the leadership team at the Mmabana Arts, Culture and Sport Foundation (MACSF). The study focused on leadership and creating an understanding of their own strengths and developmental areas, in order to understand the role they can play within a leadership team, how other members of a team can compliment them with their strengths and for them to get greater awareness of their impact on their subordinates, the rest of the management team and the organisation as a whole. The aim was also to inform personal development. in so far as the leaders now understand what their development areas are. The overall approach used in the stud) was quantitative in nature and involved survey research using the Occupational Personality Questionnaire (SHL). The target population consisted of identified employees who ere fulfilling leadership role in MACSF. The study was also conducted organisation wide at ever) Mmabana Cultural Center (Mmabatho, Head Office, Lehurutse, Taung and Tlhabane). Non-probability sampling was used; more specifically, availability sampling was utilised in which the researcher made use of all the available subjects due to MACSF's small size. The effective sample size was a small 39. The findings of this study revealed that a comprehensive investigation into the effective leadership and management competencies within the MACSF confirmed the descriptive hypothesis that certain elements within MACSF's leadership structure is underdeveloped and that specific remedial actions would be required to rectify the situation. This descriptive research found that many employees in managerial positions indicated no real concern or preference for leading other employees as they are indeed artists who would like to continue specialising in their specific art form. It was also found that personality preferences needed to be amazing artists, are in stark contrast to what is needed to be an effective administrator/manager. This, coupled with no formal training in financial management or management, leads to ineffective administration/management. It was also found that the past hardships which the Mmabana Foundation has been through, has taken its toll on the employees. Low levels of caring, trusting and optimism, coupled with high levels of stress and an inability to switch off after work, were found. The researcher recommends personal and professional development interventions, focused on business relation skills, which includes amongst others Strategic Planning, General Business Management, Project Management. Communications techniques, Monitoring & Evaluation, Financial Management for non-financial managers and Human Resource Management with the focus on Performance Management Development Systems and Asset Management at the beginning. It is also further proposed that the leadership team does team building activities where MACSF's strategy is defined, action plans are drawn up and a focus towards external competition (rather than departments/units competing against each) is created. Finally, better communication channels between management and staff, as well as between the Head Office and all the centres, should be used , as this can also assist in creating a unified Foundation.en_US
dc.language.isoenen_US
dc.subjectLeadershipen_US
dc.subjectTeams in the workplaceen_US
dc.subjectManagementen_US
dc.titleAn evaluation of the Mmabana arts, culture & sports foundation's leadership teamen
dc.typeThesisen_US
dc.description.thesistypeMastersen_US


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