Bank employees’ engagement with communities in corporate social responsibility initiatives
- Authors: Penn, Vincent Cho , Penn, Vincent
- Date: 2015-04-24
- Subjects: Banks and banking , Bank employees , Social responsibility of business
- Type: Thesis
- Identifier: uj:13574 , http://hdl.handle.net/10210/13717
- Description: M.Com. (Business Management) , In the course of firms serving their own interest of securing financial profit, there is a responsibility to take action in protecting and enhancing the interest of the society in which they operate, with the total endeavour and effect of improving the quality of life. This is often done by giving back to the society in the form of community involvement projects. The main objective of this study is: To investigate the extent to which the value chain in employee volunteering - community involvement programmes is understood and fully optimised from these stakeholders‟ perspective. There were three types of respondent groups within the entire population of Choma, involved in this study. Firstly, there was a respondent group of five senior CSR managers at Choma who manage and co-ordinate all CSR activities within the bank. They have full knowledge of the scope of Choma CSR stated objectives and what is happening in the context of Choma CSI projects, and can thus give valuable insight to the Choma CSI projects‟ current state, including successes and challenges. Two CSR projects were selected by these senior CSR managers, where one was really outstanding and one was also completed, but not considered as valuable in attaining Choma CSR objectives as good as the first. The first group of respondents are members who were actively involved in Project 1 from Choma RBB operations, while the second group was involved in Project 2, from RBB Choma personal loans. Three employees were interviewed from each project. These projects were executed in two different communities leading to two additional respondent samples drawn from the two communities. Two community members were interviewed from each community. This provides three views of the research problem and a triangulation from three different sources of CSR value to a community. All interviews were face-to-face in the respective offices of the respondents by scheduled appointments.
- Full Text:
Motivational drives of employees at an investment bank
- Authors: Le Roux, Charl
- Date: 2008-06-27T13:48:14Z
- Subjects: Employee motivation , Incentives in industry , Bank employees
- Type: Thesis
- Identifier: uj:10172 , http://hdl.handle.net/10210/754
- Description: The purpose of this study was to determine what the motivational drives are for employees working in an investment bank and whether money plays a roll in motivating employees working for an investment bank. The target group for this study was all the employees who have been in the employment of the target organisation for one year and longer. This group was divided into subgroups of specialist transactors and specialist support personnel. The profile of these two subgroups included a variety of ages, gender, races and educational backgrounds. Data was collected using a questionnaire that was discussed with each employee who agreed to participate in the study. The study clearly illustrates that money can be the primary drive for motivation to certain employees within an investment bank. When one ranks what makes the two subgroups work, it is quite clear that the ability to earn a bonus and the ability to earn more money is highest on the list of specialist transactors, whereas the specialist support personnel enjoys the culture of the bank and has to get job satisfaction to make them work. These results reflect the motivational drives of the sample group at the time of this research. The study concludes that one of the primary motivational aspects for the subgroup of employees which was subject to the empirical study is that these employees are motivated by the mere fact that they can earn more money and a bigger bonus as well as obtaining job satisfaction and having the ability to make their own decisions. The study discussed Maslow’s and McClellands need theories as well as various other motivational theories and approaches employers can introduce to motivate employees. Maslow’s and McClelland’s need theories were directly related to the empirical study with the view whether these two motivational theories can be applied successfully within an investment bank. Based on the results of the empirical study, the researcher came to the conclusion that both these theories can be equally successfully applied to employees working in the target organisation. , Dr. K. Stanz
- Full Text: