Stephen A. Webb

Abstract: Small business delivers a massive contribution to the New Zealand economy by generating job opportunities. Besides that, small business has several key advantages namely: small businesses are more efficient than large businesses in producing certain goods and services; they are the source of competition and innovation in the economy; they are an important way for entrepreneurs to get into business; and they offer choice and variety to customers. As a matter of fact, several new small businesses are established every day around the country. However, there is some restriction holding back the further growth of small businesses and so a narrowing of the opportunities to generate jobs; this is due to the introduction of new regulations by the New Zealand government. The purpose of this research is to focus on identifying and measuring the management impact of the new Warrant of Fitness regulations inspection on small auto workshop business in New Zealand. By identifying the issues that cause uncertainty for business in the new regulatory environment, alternative business strategies can be proposed to help management adapt and thus succeed. The research will also examine the level of management impact on small auto workshop businesses in New Zealand. This research is based on the positive paradigm and uses a quantitative research method, which is capable of providing a result that is objective. This research targets owner/managers, supervisors, and inspectors of small auto workshop business in New Zealand. The quantitative data was collated from 100 respondents, the sample size of this research. Hypotheses that are associated with the research objective will be tested and verify using several quantitative analysing methods that are available in SPSS software application. The findings of this research established that the new Warrant of Fitness inspection regulations impact negatively on small auto workshops performing WOF business in New Zealand. Most managers and inspectors are not satisfied with the new inspection regulations due to slow down the work process and loss of confidence in their job security. The study suggests that applying a new alternative business strategy and adopting a flexible working environment is the best way to generate business continuously for the future of small auto workshop businesses in New Zealand. 1. What are the alternative business options that could be implemented and adopted to keep the business continuing in the future? 2. What are the main responsibilities of managers to handle the issues in order to protect the businesses from the resulting loss in revenue? 3. What management change will WOF inspection providers need to make in order to improve the financial measures for the future 4. What is the New Zealand government contingency plan to support WOF inspection provider employees if they are losing their jobs specifically due to the impact of these new regulations?

Abstract: The study was carried out in order to analyse the planning and implementation of adult literacy programmes in selected Community Development sub-centres in Lusaka District. The objectives that guided the study were to: examine how adult literacy programmes are planned in selected Community Development sub-centres in Lusaka District; establish how adult literacy programmes are implemented in selected Community Development sub-centres in Lusaka District; determine the factors that affect the planning and implementation of adult literacy programmes in selected Community Development sub-centres in Lusaka District; and explore strategies which could be employed to enhance the planning and implementation of adult literacy programmes in selected Community Development sub-centres in Lusaka District. This study adopted a case study design. The target population included: all adult learners; all adult literacy facilitators; all Community Development Assistants; the District Community Development Officer for Lusaka District and all the Community Development Planners in the Ministry of Community Development and Social Services. The study had a total population of 50 of which 40 were adult literacy learners, who were simple randomly selected while 4 facilitators, 4 Community Development Assistants, 1 Community Development Planning Officer; and 1 District Community Development Officer were all purposively selected. Four sub-centres out of 8 were selected for the study using simple random sampling procedure. A focus group discussion was used to collect data from 40 adult literacy learners. Interview guides were used to collect data from the remaining participants. The data collected was coded and analysed using themes which emanated from the responses. The findings of the study revealed that, the planning of adult literacy programmes was mainly top down. There was lack of collaboration among all stakeholders in the planning process. The experts in the Department of Community Development at the national level, together with experts from other line ministries, decided on the course content and produced manuals to be used in all the sub-centres. Staff at the lower levels, facilitators, learners and other stakeholders were not involved in the planning of these programmes. When it came to the implementation of the programmes, it was mainly left to the facilitators with little assistance from the staff in the MCDSS in charge of literacy. The findings also revealed that planning and implementation of adult literacy programmes in selected Community Development subcentres was affected by: lack of collaboration among stakeholders in the planning and implementation process; lack of qualified facilitators; lack of funding and lack of adequate teaching and learning materials. Some of the suggested strategies to improve the planning and implementation of adult literacy programmes include: coming together of all stakeholders to plan for literacy programmes and engagement of suitably qualified facilitators to…

Abstract: Determining core competence has been increasingly considered as a vital strategic approach towards a sustainable competitive advantage by researchers and decisionmakers. Although its importance is widely recognised, the identification process appears complex. Therefore, sound theoretical systematic identification processes are still sought. In addition, the underlying components of core competence such as individuals' competencies have implications and need to be investigated. The contribution made by individuals' competencies in the content and form of organisational core competences is critical. In response, this research aims to examine the potential link between core competences and individuals' competencies. To meet this goal, this thesis complements and extends a previous work (Hafeez et al, 2002a-c) which introduced a structured framework to identify core competence. In particular, it intends to develop the Hafeez et al (2002a) core competence identification framework at the individuals' level. In addition, the CIPD (2004) competency headings framework comprising seven competencies is used. Therefore, an integrated structured framework to link the relevant individuals' competences with the identified core competences is developed. The context of this study is the utility, construction, oil services, and manufacturing industries. A combined methodology of structured questionnaire-based interviews and a postal survey involving fifteen organisations is performed. Data is at times subjectively collected and analysed. However, the AHP technique with its related software (EXPERT CHOICE) is used through all the stages of the proposed framework to eliminate subjective inconsistencies and enable this author to obtain solid results and conclusions.The study recognised that the composition of core competences for the majority of surveyed organisations leans towards the human contribution. In addition, individuals' competencies influence and contribute towards the core competences. This confirms a strong relationship between individuals' competencies and core competences. However, the relative importance of the examined individuals' competencies against the identified core competences was rather different. On average, the prevalence of Team orientation followed by People management competencies was relatively the highest. The research concluded that the nature of the industry and the organisation's context has an impact on the portfolio of individuals' competencies to be linked with core competences. This research has made four main contributions to knowledge. First, the Hafeez et al. (2002a-c) framework is re-tested within other industries, namely, utility, construction, oil services, and manufacturing. Second, the framework is developed at the individuals' competencies level. Third, the composition of identified core competences in terms of human, organisational, and technological contributions is evaluated. Fourth, the relevant portfolio of related individuals' competencies to be linked with core competences is determined. The outcomes of this research may help organisations to make key strategic decisions such as how to invest to develop particular organisational core competences and individuals' competencies.