Abstract
M.Comm.
The organisation has shown tremendous growth over the past few years. Management
processes however, have not grown and developed in line with organisational growth,
resulting in performance not being managed effectively.
This is especially evident in the more technical areas of the business where systematic
processes are used to a great extent. In these areas, the lack of standards and defined
outputs have contributed to business goals not always being achieved.
It was further difficult, and sometimes impossible for staff to be transferred between
different divisions of the business due to the total lack of a job grading system with
remuneration parameters linked to this. On top of this, a general dissatisfaction was
evident amongst personnel, which made it very difficult for management to maintain a
motivated workforce.
Keeping the above in mind, it became necessary to establish exactly what caused
personnel to be dissatisfied, in order for the organisation to eliminate these factors and
work towards promoting factors which would motivate personnel. It would not be
sufficient though to merely address the abovementioned problems. Different motivational
theories were researched to assist in identifying the cause of the dissatisfaction.
Most of the theories mainly consider motivation from a personal perspective, while
Herzberg also considers the job and the place of work. This in my mind, creates a context
within which an organisation's motivational problems can accurately and successfully be
researched. For this reason, Herzberg's theory was found to be the more appropriate one
for purposes of this study.