The objective of this exploratory study was to establish, through the application of the Rahim Organisational Inventory (ROC II) instrument, how the gender and age status of owners/managers of small businesses relate to the application of different conflict-handling styles. The sample of 68 participants was taken using a convenience sampling technique to ensure representation from the strata of the 102 small businesses. Analysis of variances was used to determine if differences exist in conflict-handling styles within the gender and age status groups. The results of the statistical analysis done revealed that slight to significant variances were found, which are discussed accordingly.

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Levels of engagement within an organization can have substantial and measurable impacts upon the outputs of an organization. The objective of this exploratory study was to establish, the difference between employee engagement before and after a business and culture transformation intervention in the workplace. The participants of an IT firm represented all employee levels in the organization. A preintervention and post-intervention sample consisted of 427 and 253 individuals respectively. The Gallup q12 method was used to determine if differences exist in employee engagement before and after a twoyear pre-and post merger intervention. The main findings of the research indicated that there was a limited impact on employee engagement before and after the business and culture transformation interventions, and are discussed accordingly

Satisfaction at work has become a widespread focus of researchers. The Gallup Q12 Workplace Audit is an instrument that measures employee engagement on a 12-item scale. The aim of this exploratory study was to revisit the validity and reliability of the Gallup Workplace Audit (GWA) as a measure of employee engagement in a petrochemical company. Furthermore, the study aimed to determine whether the GWA, which is an international survey, can be used effectively in South Africa. A cross-sectional survey design with an accidental sample (N = 2 588) was used. First results showed that none of the items needed to be eliminated from the scale, and that the scale itself had a very high reliability. Descriptive statistics such as frequency counts were used to describe the sample. Acceptable internal consistency was reached through an exploratory factor analysis which resulted in a one-factor model of work engagement. The results confirmed that this international survey can be utilised effectively in the South African context. Recommendations for future research conclude this article.

Until recently, human resource management has been considered inappropriate and too costly for small businesses and consequently research in this direction has been at a relatively minimum level. It is also evident that the effectiveness and competitiveness of SMEs can be increased through the application of sound HRM practices. In order to establish how SMEs can successfully apply HRM, the objective of this study is to establish, in an exploratory manner, the applicability of HRM in a small business in order to ensure its effective operation and consequent competitiveness. The research method applied is an interpretive and qualitative approach by means of a single case study of a photographic equipment store. The owner-manager perceives that personnel problems pose a major barrier to the success of the business; however, he also believes that outside aid in HRM would not resolve the problems. The HRM process of the SME growth model adds value in the sense that it also illustrates the relationship between the owner-manager's personal characteristics, external market conditions, nature of the work environment, and the business structure. Given the small business-specific problems that were identified, the information obtained in this study paves the way for a quantitative study of a number of SMEs and comparative research.