A comparative study of leadership, strategic direction and reward on employment perfomance
- Authors: Gopal, D. M. S
- Date: 2016
- Subjects: Leadership , Performance - Evaluation , Performance - Management , Employee motivation , Employees - Rating of , Compensation management , Incentives in industry , Incentive awards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/82434 , uj:18957
- Description: Abstraction: The consensus from leadership is that for a business to perform there is a need for quality employees. Besides being capable of doing their job well, employees also have to be flexible and capable of adapting to a constantly changing and evolving competitive environment. One of the key tasks of leadership is performance management and this involves many roles which include leading by example, being a compelling and effective communicator as well as being able to partner up and collaborate as stated by Blunt and Jones (1992). The need for staff to perform at their peak consistently is no longer negotiable and the need to retain exceptional performing staff in the financial services sector is of utmost importance (Arnold & Boshoff, 2000). Financial rewards, both variable and fixed, Short Term Incentive Plans (STIP’s) and Long Term Incentive Plans (LTIP’s) are reward schemes used by leadership in the financial services sector with the assumption that it is beneficial to employers (PricewaterhouseCoopers, 2012). This research studied the relationship between employee performance, immediate leadership; strategic direction and reward. The research approach was quantitative in nature using secondary raw data. Statistically analysis was performed using descriptive statistics, Confirmatory factor... , M.Phil.
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A theoretical assessment of the effect of training and development on employees performance and productivity
- Authors: Ngwenya, Lerato , Aigbavboa, Clinton , Thwala, Wellington Didibhuku
- Date: 2015
- Subjects: Employees - Training of , Industrial productivity , Employees - Rating of
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/69981 , uj:17938 , Citation: Ngwenya, L., Aigbavboa, C. & Thwala, W.D. 2015. A theoretical assessment of the effect of training and development on employees performance and productivity.
- Description: Abstract: This paper examines previous literature on the effect of training and development on employees’ performance and productivity. Furthermore, the study seeks to investigate the meaning of training and development, identify the importance of employee performance and also, the study seeks to explore the relationship between training and development and employees’ performance. This study will be conducted through the use of secondary data in form of a literature review. The literature survey will assist in identifying whether training and development has impact on employees’ performance and productivity. Findings from the review of literature revealed that employees are an asset to the organisation when they are skilled. Further the study revealed that organisational efficiency would be increased through training and development and also, the enhancement of employee careers and opportunities to get better positions within the organisation. The study is a contribution to the body of knowledge on Training and Development of employees and their impact performance and Productivity.
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An investigation : should organizations move towards team-based recognition?
- Authors: Dhanpat, N.
- Date: 2014-11-23
- Subjects: Incentive awards , Management - Team work , Employees - Rating of , Teams in the workplace
- Type: Article
- Identifier: uj:5537 , ISSN 20392117 , ISSN 20399340 , http://hdl.handle.net/10210/14072
- Description: This paper presents the occasion for organizations to investigate the need to transition towards a team-based approach of employee recognition. A theoretical framework of employee recognition is presented. Employee recognition is largely recognized as a managerial practice, and have been in practice in terms of individual-based recognition within organizations. Many organizations are looking for a way forward to approach this matter in a strategic manner, and understand the implications of team-based recognition on employees and the organization itself. Employee recognition has placed major impact on work performance, team effectiveness and organizational success. The paper explores motivational theories linked to employee recognition and elaborates on the effective utilization of recognition programs. Subsequently, the impact of employee recognition on employees are reviewed. The consequences and implications of team-based employee recognition are further evaluated. The paper is a qualitative study based on utilizing secondary data and presents a conceptual paper. The current study has reviewed various literature on remuneration, compensation, employee recognition, motivation and teamwork. This paper further suggests that organizations needs to be cognizant of the implications and consequences of team-based recognition on employees, work outcomes and employee behaviour.
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Antecedents to job crafting and self-undermining behaviour : implications for person‒job fit and job performance
- Authors: Peral, Sergio Luis
- Date: 2019
- Subjects: Quality of work life , Labor discipline , Performance standards , Employees - Rating of
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/403065 , uj:33758
- Description: Abstract : The manner in which employees approach their work and carry out their particular job tasks can have serious implications for both their wellbeing and performance at work, and, in turn, affect the overall functioning of the organisations for which they work. Moreover, the types of behaviours that employees engage in may be a function of who they are as individuals, that is, their unique personality traits. In the current study, an investigation was undertaken to explore two specific employee behaviours that have shown to differentially affect important work outcomes such as job performance, namely job crafting and self-undermining behaviour. Job crafting is a self-initiated type of employee behaviour that involves employees proactively shaping their job, whereby they may change both the physical and cognitive boundaries of the job. Self-undermining, on the other hand, is a type of maladaptive employee behaviour (e.g., purposefully working slow, creating conflict with colleagues) that creates obstacles for the individuals at work and which subsequently hinders their job performance. To date, there has been limited research that has investigated the individual antecedents and outcomes of these two particular employee behaviours, especially in the South African working context. Furthermore, the instruments (i.e. scales) used to measure these behaviours have predominantly been applied in European (e.g., Netherlands) and Western (e.g., USA) parts of the world, leaving important questions unanswered regarding the psychometric soundness of these instruments in the South African work context. Accordingly, the overarching aim of the current research was to explore individual personality as an antecedent to job crafting and self-undermining behaviour, and the subsequent effects on important workplace outcomes, such as job performance, person‒job fit and basic needs satisfaction. , D.Phil. (Industrial Psychology)
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Employee performance management at a South African government organization
- Authors: Ukpere, Wilfred I. , Khan, Saajida
- Date: 2014
- Subjects: Performance management , Employees - Rating of
- Type: Journal
- Identifier: uj:5469 , ISSN 2039-9340 , http://hdl.handle.net/10210/13445
- Description: Performance Management is a process by which the outputs of employees are measured and controlled in order to improve organisational effectiveness and reward employees accordingly. The objective of this study was to determine the effects of Performance Management, inclusive of its policies; administration processes and systems on employees and determine how to optimize its current status at a South African Government Organization. Face-to-face interviews and performance management compliance audits were conducted with all Line Managers and a sample of employees in order to determine its impacts on employees and the management of their performance. It has been found that gaps exist in terms of understanding the use of the electronic performance management system, compliance to performance management policy & timelines, pertinent feedback from management with regard to development areas, and a lack of training initiatives to address training needs in order develop organisational effectiveness & employee morale. It is recommended that mechanisms are initiated such as information sharing sessions, feedback timelines and training plans in order to address these challenges effectually.
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Information and communication technology outsourcing : the determinacy of service level rating (SLR) on customer satisfaction rating (CSR)
- Authors: Aliyu, Kabiru Mohammed
- Date: 2014-10-20
- Subjects: Information technology - Contracting out , Consumer satisfaction , Employees - Rating of
- Type: Thesis
- Identifier: uj:12639 , http://hdl.handle.net/10210/12458
- Description: M.Com. (Business Management) , Its seems that Information and Communication Technology (ICT) Outsourcing is now a major business for Information Technology Outsourcing Providers (ITOPs) and all their focus is on client retention and new business acquisition. Variables like Employee Satisfaction, Customer Loyalty, and Financial Performance and how they relate to Customer Satisfaction seem to have received ample research attention. The way the client perceives and rates the service, can be influenced by a couple of factors and Service Level Rating (SLR) is one of the factors under study. The main aim of the research was to investigate the relationship between Service Level Rating and Customer Satisfaction Rating (CSR) in Information and Communication Technology Outsourcing. Other variables like competency of the engineer, size of company and type of industry were also used to see if this relationship between SLR and CSR depends on these variables. A quantitative research approach is followed. Secondary data is used in the study as it is considered the most suitable given the variables under investigation. The main variables are Service Level Rating (SLR) and Customer Satisfaction Rating (CSR). Pre-testing was done to ensure reliability which solidifies the foundation for the analysis and results. The research showed that there is a strong negative relationship between Service Level Rating (SLR) and Customer Satisfaction Rating (CSR). However the results showed that client rates do not depend on the level of competency of the engineer providing the service. During SLA negotiations, managers need to be able to balance the effect of Customer Satisfaction and at the same time save the client on cost of delivery at a high Service Level after careful considerations of the factors that influence Customer Satisfaction. Although it is important to maintain customer satisfaction ratings, managers must understand the implications of the human elements of customer satisfaction. The results may not be generalised but are limited to the organisation under study. This research can open further areas of research in future across the ICT sector. More avenues need to be researched on the relationship between the two variables. In future the research could further investigate if the relationship between SLR and CSR is affected by level of the client within the organisation. The research could be extended across the ICT industries in South Africa, the developing and developed economies.
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Ontwikkeling en evaluering van 'n gedragsgeankerde prestasiebeoordelingskaal vir ambagsmanne
- Authors: Saayman, Johann
- Date: 2014-09-30
- Subjects: Employees - Rating of , Artisans - Rating of , Behavioral assessment
- Type: Thesis
- Identifier: uj:12435 , http://hdl.handle.net/10210/12222
- Description: M.Com. (Industrial Psychology) , Behaviorally anchored performance appraisal research concentrates mainly on the development of a scientifically verifiable instrument. The recommendations made in these studies to enhance the effective and practical use of the systems are, however, normally neglected in further studies. Performance appraisal entails more than just the development of a superior psychometric system. Therefore more attention should be paid to the success of the total performance appraisal approach rather than the individual instrument.
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Reflections on shifts in work identity of research team members
- Authors: Smith, Rina Alida
- Date: 2012-09-04
- Subjects: Work identity , Corporate culture , Identity (Psychology) , Employees - Rating of
- Type: Thesis
- Identifier: uj:3518 , http://hdl.handle.net/10210/6906
- Description: M.Phil. , Orientation: This study explores shifts in the work identity of individual team members in a research team. Research Purpose: The aim of the study is to explore shifts in work identity experienced by individual research team members during the duration of a project wherein they studied work identity themselves. Motivation for the study: To reflect on shifts in work identity. Research strategy: The researcher presented data through confessional tales, autoethnography, fictional representation, realist tales and vignettes. Using thematic analysis methodology in the context of qualitative field research, ten semi -structured interviews were conducted with five participants who were themselves involved in conducting a research study on work identity.These participants were employed by various South African companies and academia.The researcher, who formed part of the research team presented data related to shifts in her own work identity by means of an autoethnographic account. Main findings: The four primary themes presented in the data are: Compass points guiding our journey; navigating personal circumstances; negotiating identity and identification in the workplace; perception of self. Managerial applications: This study has implications for organisations looking to improve productivity through an understanding of work identity. Theoretical Contribution: An application for shifts in work identity is done by positioning shifts in work identity in a framework proposed by Ibarra (2004).
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Service quality at a military hospital
- Authors: Kokou, Ponce
- Date: 2014-08-19
- Subjects: Employees - Rating of , Military hospitals - Employees - Rating of , Physician and patient
- Type: Thesis
- Identifier: uj:12107 , http://hdl.handle.net/10210/11851
- Description: M.A. (Business Management) , With the raise of competition in the Gabonese health industry and increased costs, most health service providers in Gabon have become under pressure to deliver good service quality. This also relates to the military hospital in Libreville in Gabon striving to provide adequate health services to its patients. The cost for hospitals to attract patients through several means such as providing good service quality has become crucial. Patient loyalty and retention can have an important financial advantage for a hospital, thus it has become essential for hospitals to create a sustaining relationship with their patients. The question of assessing service quality presents itself. This study investigated service quality at a military hospital in Libreville in Gabon. It was the objective of this study to establish if there is a difference in how patients rate doctors and nurses on the service quality dimensions. This research was quantitative and descriptive in nature. Theory relating to service quality and patient satisfaction was provided. The population for the study consisted of patients who were at least 18 years old, males and females, who have experienced medical services and stayed over at the military hospital for at least one night. A self administered questionnaire was designed based on the theoretical literature illustrated in the study. The questionnaire assessed various elements that were identified through the literature review. The questionnaire was based on a set of statements linked to the literature theory, and a 7-point Likert scale which enabled respondents to choose from seven different alternatives ranging from strongly disagree to strongly agree. A number of statistical analysis techniques were undertaken to achieve the objectives of the study, such as factor analysis. The conclusion and findings of the research assisted in explaining the objectives of the study and the results of the statistical analysis were found to reject the hypotheses that there is no significant difference in how patients rate the reliability, responsiveness, assurance and empathy of doctors and nurses and to reject the hypothesis that patients do not have a positive perception of the tangible aspects of a military hospital in Libreville, Gabon. In terms of the doctors’ services, patients felt a need for more privacy in terms of the confidentiality of their treatment, a need for more individual attention, a need to be heard, and to trust doctors. Therefore such needs could be addressed through improved compassion, communication and understanding of doctors during the diagnosis of the problem. The feeling expressed was that doctors should pay more attention to patients’ problems and share with them their experience. Doctors at the military hospital should develop more work ethic where patients’ records and cases should never be discussed with anyone without patients’ permission. The military hospital should employ highly trained and qualified doctors to address the trust issue with patients. Lastly, consultation time may need to be reviewed to add some extra time to better address patients’ needs during their consultation with doctors. In terms of the services delivered by nurses towards patients, the latter were of the opinion that there was a need for more individual attention from nurses. Such individual attention could include greater information sharing when a patient is treated, friendlier communication to install greater trust and respect. Such needs could be addressed through improved patience, compassion and understanding by nurses during their dealings with patients. Nurses should also develop more work ethic regarding patients’ records, and cases should never be discussed with anyone without their permission. Officials in the hospital should hire highly trained and qualified nurses to address the issue of trust in patients and consultation time may need to be reviewed to add some extra time to better address patients’ needs during their dealings with nurses.
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The implementation of performance management in the public sector
- Authors: Xipu, Masello Paulina
- Date: 2012-06-08
- Subjects: Performance management , Performance appraisals , Performance measurement , Employees - Rating of
- Type: Mini-Dissertation
- Identifier: uj:8750 , http://hdl.handle.net/10210/5101
- Description: M.Comm. , Over the years, performance measurement systems have moved the focus from financial indicators as a means of measuring performance to a ‘balanced’ system of both financial and non-financial indicators” (Burgess, Ong, & Shaw, 2007:583). The public sector, which is entrusted with substantial budgets from state funds, can no longer get away with only reporting on how state funds were used, but they also have to account for the way in which the set strategic objectives have been met with regard to service delivery. This latter requirement stresses the importance of effective implementation of the management of performance in the public sector. In order to meet the objectives associated with human resource management (HR), organisations have to have performance management systems in place (Lawler III, 2003). The study focuses on how performance management is implemented in the public sector and is contextualised in one of the government departments concerned with security.
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Transparency as a dimension of ethics in performance appraisal
- Authors: Van der Wal, Camilla
- Date: 2014-11-25
- Subjects: Employees - Rating of , Performance standards
- Type: Thesis
- Identifier: uj:13120 , http://hdl.handle.net/10210/13095
- Description: M.Com. , Various ethical challenges occur in the performance appraisal process. It was postulated that the lack of transparency that often characterises performance appraisal could be a major contributing factor to the occurrence of ethical challenges in appraisal. Transparency in performance appraisal is described as an attempt to optimally reveal all relevant information regarding the performance appraisal process to key stakeholders concerned, without putting anyone at risk. A dearth of research on the role of transparency in performance appraisal prompted an attempt to isolate and describe transparency in relation to the performance appraisal process. An exploratory phenomenological approach was selected as research strategy, and within this strategy, semi-structured in-depth interviews (n=7) were utilised to explore the nature of transparency in the performance appraisal process. The participants were in a managerial role with experience in conducting performance appraisal, and have been subject to performance appraisal themselves. Systematic content analysis of data produced results that indicated that transparency does not operate in isolation but in conjunction with other ethical dimensions (trust, fairness, integrity, maturity, respect, responsibility, and honesty). Effective and sufficient communication of information before, during, and after the performance appraisal process was identified as a crucial element in creating a perception of transparency with key stakeholders involved. An adherence to principles of transparency in performance appraisal could potentially build trust between parties involved, increase fairness in the appraisal process, validate the organisation's integrity, and create mutual respect amongst stakeholders. Although applying transparency in appraisal has many benefits, it should be handled with caution as sensitive information has the potential to cause harm or put stakeholders at risk.
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