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dc.contributor.authorNienaber, Marianne
dc.date.accessioned2009-11-09T10:57:14Z
dc.date.available2009-11-09T10:57:14Z
dc.date.issued2003
dc.identifier.urihttp://hdl.handle.net/10394/2427
dc.descriptionThesis (M.Com. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.en
dc.description.abstractThe aim of this thesis will be to compile the ideal Occupational Personality Profile of the fuel station franchisee. The Sasol Group of companies made a decision to expand their business and go into the retail business. A decision has been made to open Sasol brand fuel stations. This new business will be operating on the basis of franchising. To be able to make this new business a success, it is of utmost important to appoint suitable fuel station franchisees. It is important to know what characteristics a fuel station franchisee needs to have to be successful and how do you measure these characteristics. The research was done using the Exel franchisees and their employees to determine if there is a generic profile for these franchisees. This generic profile is then compared with an ideal profile, which was compiled by the organisation, to determine if these profiles are compatible. A supporting tool is used in the form of a self-developed 180 degree behaviour assessment, a questionnaire which is completed by the Exel fuel station employees. The aim of this questionnaire is to determine if there is a relationship between the Exel franchisees' profile and hasher behaviour as experienced by the employees. The result indicates that a generic profile could be compiled from the individual profiles of the Exel fuel station franchisees. This means that the fuel station franchisee do have generic characteristics. This generic profile is also compatible with the ideal profile as compiled by the organisation. This result means that the organisation can use the ideal profile in the selection process, and the discrepancies between the ideal profile and the generic profile can be used to compile development programmes for the franchisees. The result also indicates that there is a relationship between the Exel franchisee and His/her behaviour as experienced by the employees. This means that the franchisees act according to his profile. The organisation can use this research to appoint potential franchisees, with a higher possible chance of being successful. The results of the research can be used as part of the fuel station franchisee selection process.
dc.language.isoenen
dc.publisherNorth-West Universityen_US
dc.titleAn occupational personality profile of a fuel station franchisee / Marianne Nienaberen
dc.typeThesisen
dc.description.thesistypeMasters


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