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Table of Content

1. Introduction 3
2. Literature Review 5
2.1 Different types of leadership theories 5
2.2 Formal Training 6
2.3 Performance management system 6
2.4 Resourced Based 7
2.5 Organisational human resources (HR) 8
2.6 Best practices 8
3. Research Methodology 10
3.1 Background of Schindler Lifts Current Leadership Development Programme 11
3.2 Background of IDC’s Current Leadership Development Programme 12
4. Results of the Qualitative Analysis 12
4.1 Schindlers Lifts Results and Analysis 12
4.1.1 Analysis of Schindler Lifts Current Leadership Environment 12
4.1.2 Verification of the Results 13
4.1.3 Conclusion 15
4.2 IDC’s Results and Analysis 16
5. Recommendation 16
5.1 A Framework for a Systematic Development Programme 16
Appendix 1 21












1. Introduction

Globalisation, maximisation, optimisation and new technology are some of the features that South African organisations are facing in this dynamic environment. Customers require better quality goods, goods that will be completed quicker and sold cheaper. Capital investments in technology are becoming a thing of the past as many organisations have realised that the process essentially require skilful people that form part of this improvement. The fundamental need in delivering what a customer requires in an organisation is leadership and people that make the difference.

Interest in leadership has therefore increased during the early part of the twentieth century within organisations in South Africa. Organisations in South Africa are currently investing large sums of capital on their human resources to improve their ability, capability, behaviour and beliefs to become effective leaders of the future. This is a high-quality strategy...