THUNGELA: STAKEHOLDER PERCEPTION RESEARCH

The King IV report speaks to stakeholder relationships and the need for listed businesses to adopt a stakeholder-inclusive approach that balances the needs, interests, and expectations of material stakeholders in the best interests of the organisation. Thungela, a leading producer and exporter of high-quality, low-cost thermal coal in South Africa’s mining industry, works with several stakeholders, key to their business. Though Thungela sites conduct manual quarterly community stakeholder perception surveys in their Community Engagement Forums (CEF) measuring the level of trust in the mine, the level of support (if the community supports the mine), and the level of fairness (if the mine listens and responds to community concerns), Thungela must have a broader view of its stakeholders and host communities’ perceptions of the business. Thungela therefore wished to conduct a third-party perception survey to get a better understanding of its broader stakeholder base’s perceptions of Thungela and its relationship with its stakeholders. As a result, Mthente was appointed to conduct the research. The overall objective of the survey was to study, analyse and report on the perception of a range of stakeholders, including government stakeholders, municipalities, unions, journalists, traditional authorities, and members of the various host communities.

AMwA: EMPLOYEE CULTURE SURVEY

Akina Mama wa Afrika (AMwA), a feminist Pan-African leadership development organisation appointed Mthente to conduct an organisational culture survey. The survey aimed to provide insights into employees’ experiences and perspectives on the prevailing organisational culture. AMwA, based in Uganda, focuses on women’s empowerment, economic justice, and violence against women. In response to the COVID-19 pandemic, AMwA transitioned to a virtual work environment. The survey evaluated various dimensions of job satisfaction, including the work environment and leadership style. The aim was to pinpoint areas for improvement and enhance the overall employee experience.

Akina Mama wa Afrika (AMwA) officially appointed Mthente to conduct an organisational culture survey. The primary objective of the project is to provide AMwA management with valuable insights into the experiences and perspectives of its employees regarding the prevailing organisational culture. By leveraging these findings, AMwA aimed to implement targeted measures to foster a healthy and supportive work environment that benefits all employees.

Akina Mama wa Afrika (AMwA) is a pioneering feminist Pan-African leadership development organisation based in Kampala, Uganda. Guided by feminist principles and the Charter of Feminist Principles for African Feminists, AMwA envisions a world where African women have autonomy and drive positive change. AMwA focuses on Women in Power and Decision Making, Women’s Economic Justice, Sexual and Reproductive Health and Rights, and Violence against Women. Through feminist leadership development, research, policy influence, and movement-building, AMwA aims to strengthen the African Women’s Leadership Institute, amplify African women’s voices, and enhance its capacity.

In response to the COVID-19 pandemic, AMwA transitioned to a virtual work environment. The subsequent survey was designed to assess various aspects, including job satisfaction, work environment, and leadership style, with the primary objective of identifying opportunities for improvement and fostering a positive work environment. The findings from the survey allowed AMwA to take targeted actions based on the recommendations, thereby enhancing the overall employee experience.

SONKE GENDER JUSTICE: EMPLOYEE CULTURE SURVEY

Sonke Gender Justice is a non-partisan, non-profit organisation, that works for just, democratic societies and equitable, healthy relationships between men, women, and young people. Sonke officially appointed Mthente Research and Consulting Services to conduct an organisational culture survey on its behalf. The primary objective of the project was aimed at informing management of Sonke employees’ experiences and thoughts about Sonke’s organisational culture. This is so that Sonke can ensure action is taken to create a healthy work environment for all employees. Through an online-based survey, Mthente assessed and reported on various aspects, including job satisfaction, work environment, and leadership style, with the primary objective of identifying opportunities for improvement and fostering a positive work environment. The findings from the survey allowed Sonke to take targeted actions based on the recommendations, thereby enhancing the overall employee experience.

CGS STAFF SATISFACTION SURVEY

Mthente Research and Consulting Services (Pty) Ltd has been commissioned by Council for Geoscience (CGS) to conduct a staff satisfaction survey to be able to provide insights into their level of satisfaction with CGS. This research adopted a quantitative research approach to gather information from the CGS staff to gauge their perception and satisfaction level with the CGS. The study made use of an online-based self-administered questionnaire for the staff to collect data on their satisfaction. A total of 295 completed surveys (250 online completed and 45 in-person/telephonic completed) formed part of the analysis. This research study was carried out in compliance with the ethical principles of voluntary participation and maintaining confidentiality and anonymity.

communication with clear timelines can enhance the efficacy and efficiency of stakeholder’s engagement with SAT.

SA Tourism Brand Index Study

SA Tourism conducted the first stakeholder satisfaction survey in 2017 and a follow-up in 2019 to assess stakeholders’ levels of awareness of SA Tourism’s goals, levels of satisfaction with engagement initiatives at the time and identified platforms preferred by stakeholders. In 2021 the Stakeholder Satisfaction Survey was re-assessed to determine the awareness and satisfaction levels of key stakeholders taking the COVID-19 pandemic and recovery plan into account and to determine the most pertinent communication channels to enhance coordination and collaboration. Mthente has been commissioned by SA  Tourism to conduct a stakeholder engagement survey for 2022/23 FY and 2023/24 FY which will allow for comparability with previous studies. It is our understanding that the study aims to assess the satisfaction of stakeholders with initiatives by Tourism.

The data was collected by sending the survey link through email addresses to all SAT stakeholders. The data was analysed to generate insights into the key study objectives in the study with a comparative view from the findings generated in the 2021 study. These insights helped understand the level of awareness of SAT’s initiatives among stakeholders, during and after the COVID-19 pandemic. The key factors that drove effective stakeholder engagement is responsiveness and support. SAT’s Communication improved the most, but all four key factors showed an increase in overall scores. Stakeholders were relatively unaware of SAT’s support initiatives post-COVID, particularly the South African stakeholders. However, stakeholders were extremely satisfied with the support they received and the communication thereafter. International stakeholders were the most satisfied. In general, all stakeholders’ satisfaction with SAT’s engagement with them increased from 2021 to 2022. The relaxation of COVID restrictions has meant an increase in the use of in-person meetings since 2021, while emails and industry meetings remain the most used and most effective forms of communication. Stakeholders are seeking increased visibility, especially for underrepresented groups (township tourism products and Muslim tourism). Structured value-driven communication with clear timelines can enhance the efficacy and efficiency of stakeholder’s engagement with SAT.

NHBRC SATISFACTION SURVEY

Mthente Research and Consulting Services (Pty) Ltd was commissioned by NHBRC to conduct a perception and satisfaction level survey amongst the NHBRC internal and external stakeholders to determine a benchmark measurement on current stakeholder perceptions on the NHBRC products and services provided as the Regulator to the homebuilding sector. This research adopted a quantitative research approach to gather information from both the internal and external NHBRC stakeholders in order to gauge their perception and satisfaction level with the NHBRC. The study made use of an online-based self-administered questionnaire for both stakeholder groups to collect data on their satisfaction and perception level. A total of 284 completed surveys (62 internal stakeholders and 222 external stakeholders) formed part of the analysis. Areas for improvement were identified and actioned by the NHBRC.

HWSETA

The Health and Welfare Sector Education and Training Authority (HWSETA) is one of 21 Sector Education Training Authorities (SETA) established under the Skills Development Act No. 97 of 1998. HWSETA is a key role in transforming the South African economy by empowering workers to be agents of change within their subsectors. The HWSETA impact statement aims to improve the skills of 80% of the workforce in the health and welfare sector by 2030, resulting in higher productivity and career progression. 

Mthente conducted a track and tracer study to assess employed learner pathways and the outcomes of HWSETA-funded learning programs against the strategic intent of 2020-2025, contributing to the improvement of skills for 50% of the South African workforce. 

The Health and Welfare Sector Education and Training Authority (HWSETA) forms one of 21 Sector Education Training Authorities (SETA) established through the Skills Development Act No. 97 of 1998 section 10 (1) (a). SETAs are statutory bodies mandated to facilitate skills development in their respective sectors through education, training and skills development interventions. HWSETA is privileged to undertake this mandate which originates from the demands of the organised labour movement during the anti-Apartheid struggle. This makes it clear that transformation is embedded in the founding of the SETAs. 

Ultimately, HWSETA plays a key role in transforming the South African economy by empowering workers to be agents of change within their respective subsectors. A tracer study is a small component within this bigger picture. Furthermore, HWSETA supports unemployed and employed workers in the health and welfare sector which is critical to social and economic development in South Africa. 

HWSETA impact statement (Impact Statement 3) is geared towards ‘HWSETA contributing to the improved level of skills for 80% of the workforce within the health and welfare sector by 2030, which is evidenced by higher productivity of employers, and/or career progression either through promotion within the same organisation or appointment in a higher position or appointment in a higher position by another organisation’. 

Against this backdrop, Mthente undertook a track and tracer study to assess employed learner pathways upon completing the HWSETA-funded programmes. Also, the study assessed the outcome of HWSETA-funded learning programmes against HWSETA intended targets strategic intent (i.e., 2020-2025)  contributing to the improvement of the level of skills for 50% of the South African workforce through various learning programmes that address the critical skills required by the sector. 

UNIVERSITY OF CORNELL

Cornell University is conducting a multi-sited survey and longitudinal interview project with Ghanaian, Kenyan, and South African high school students. The goal of the project is to conduct comparative research to assess how resource inequality arising before high school graduation affects the transition to adulthood and whether health and wellness outcomes are tied to educational, employment, and migration outcomes. The main research question that this study wishes to answer is ‘How do resource inequalities shape initial labor market outcomes of Ghanaian, Kenyan, and South African youths, and are individuals with better initial labor market outcomes less likely to migrate and more likely to retain better self-reported health and wellness?’

Mthente Research and Consulting Services (Pty) was commissioned to collect data from high school students (Grade 11) in South Africa on behalf of Cornell University. The data is being collected from 18 schools across South Africa by a team of professional and trained fieldworkers.

ARMSCOR STAKEHOLDER SURVEY

Armscor has four strategic outputs, namely: revenue generation, cost management, efficient and effective delivery, and stakeholder management, which are embedded in the Armscor corporate plan. The Corporate Plan is premised in the context of Armscor’s support for the overall thrust of the National Development Plan (NDP), Vision 2030, the Medium-Term Strategic Framework (MTSF) 2019–2024, and other government imperatives. The research is intended to support these strategic objectives and enable Armscor’s ongoing commitment to be stronger and more effective, responsive, deliver effective and efficient services to external clients, and maintain positive, strategic, and long-lasting relations with key stakeholders.

Mthente was commissioned by Armscor to measure the external stakeholder’s perception of Armscor’s services. The focus of this study was to determine whether Armscor is providing satisfactory services to its external clients and service providers or suppliers. The objectives of this survey were to: 1) understand the extent to which the needs of a service provider and/or clients are being met; 2) determine the perceptions of the stakeholders to ensure that Armscor performs at a high standard; and 3) identify areas of Armscor’s performance that the organisation can improve upon. This survey is conducted on a biennial basis as a performance management tool for assessing the effectiveness of stakeholder management processes and functions within Armscor.

SANEDI EMPLOYEE CULTURE SURVEY

Mthente Research and Consulting Services was commissioned by SANEDI to conduct an employee cultural survey for the 2022/23 financial year. SANEDI understands that employees are able to perform at their best level as they feel comfortable in the workplace. The purpose of the employee cultural survey was to measure employee perception and understand employees’ experiences and thoughts about the organisation. 

Overall, at least 70% of employees have positive feedback on the organisational culture at SANEDI. Actionable recommendations were provided to SANEDI on where the organisation could focus to improve its company culture and the satisfaction of employees. 

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