An evaluation of the Mmabana arts, culture & sports foundation's leadership team

[摘要] The aim of the study was to evaluate the leadership team at the Mmabana Arts,Culture and Sport Foundation (MACSF). The study focused on leadership andcreating an understanding of their own strengths and developmental areas, in order tounderstand the role they can play within a leadership team, how other members of ateam can compliment them with their strengths and for them to get greater awarenessof their impact on their subordinates, the rest of the management team and theorganisation as a whole. The aim was also to inform personal development. in so far asthe leaders now understand what their development areas are.The overall approach used in the stud) was quantitative in nature and involved surveyresearch using the Occupational Personality Questionnaire (SHL). The targetpopulation consisted of identified employees who ere fulfilling leadership role inMACSF. The study was also conducted organisation wide at ever) Mmabana CulturalCenter (Mmabatho, Head Office, Lehurutse, Taung and Tlhabane). Non-probabilitysampling was used; more specifically, availability sampling was utilised in which theresearcher made use of all the available subjects due to MACSF's small size. Theeffective sample size was a small 39.The findings of this study revealed that a comprehensive investigation into theeffective leadership and management competencies within the MACSF confirmed thedescriptive hypothesis that certain elements within MACSF's leadership structure isunderdeveloped and that specific remedial actions would be required to rectify thesituation. This descriptive research found that many employees in managerialpositions indicated no real concern or preference for leading other employees as theyare indeed artists who would like to continue specialising in their specific art form. Itwas also found that personality preferences needed to be amazing artists, are in starkcontrast to what is needed to be an effective administrator/manager. This, coupledwith no formal training in financial management or management, leads to ineffectiveadministration/management. It was also found that the past hardships which theMmabana Foundation has been through, has taken its toll on the employees. Lowlevels of caring, trusting and optimism, coupled with high levels of stress and aninability 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 andHuman Resource Management with the focus on Performance ManagementDevelopment Systems and Asset Management at the beginning. It is also furtherproposed that the leadership team does team building activities where MACSF'sstrategy is defined, action plans are drawn up and a focus towards externalcompetition (rather than departments/units competing against each) is created.Finally, better communication channels between management and staff, as well asbetween the Head Office and all the centres, should be used , as this can also assist increating a unified Foundation.

[发布机构] North-West University