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Retention preferences and the relationship between total rewards, perceived organisational support and perceived supervisor support

'n Kritiese beskouing van die beheertaak in die partikuliere onderneming in die Republiek van Suid-Afrika

  • Authors: Pretorius, Johannes Stephanus
  • Date: 2014-02-10
  • Subjects: Management - South Africa , Organizational effectiveness , Command and control systems
  • Type: Thesis
  • Identifier: uj:3703 , http://hdl.handle.net/10210/9085
  • Description: M.Com.(Business Management) , Beheer as een van die take van bestuur, soos reeds in 1916 deur Fayol beskryf, is in die moderne idioom nie 'n losstaande taak wat in isolasie beoefen word nie. Dit word vandag erken dat beheer aIleen sinvol toegepas kan word indien dit reeds vanaf die beplanningsfase doelbewus met die ander bestuurstake geintegreer is. Koontz & 0 I Donnell (1976 635) sê in die verband: "Before there can be any meaningful control, both plans and organization structure must be as clear, complete, and integrated as possible". Schutte (1981:14) bepleit 'n verdere veredeling van die integrasieproses wanneer hy sê: "If an organisation is to become more effective and efficient it has to move from an empirical type of management structure to a normative type ... ", waar die normatiewe bestuurstruktuur streef na die optimalisering van die tydsbesteding aan beplanning en beheer van bestuurders op die onderskeie vlakke in die organisasiestruktuur. Binne die beheertaak is beheerstelsels kernbelangrik vir die voortgesette suksesvolle funksionering van 'n onderneming, want sonder beheerstelsels is daar geen lewensvatbare meganisme om te verseker dat hulpbronne effektief toegedeel en benut word nie, aldus Steers, et al. (1985 : 207). Die behoefte aan beheermaatreëls en -tegnieke wat deurlopend aangepas word by die veranderende omstandighede waaraan bestuur blootgestel is, is 'n integrale komponent van die proses van voortdurende verfyning van die totale bestuurstaak...
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Fast-tracking authentic leadership development by means of a programme

  • Authors: Wulffers, Tineke , Bussin, Mark , Hewitt, L. M. M.
  • Date: 2016
  • Subjects: Organizational effectiveness , Leadership , Conduct of life
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/226789 , uj:22938 , Citation: Wulffers, T., Bussin, M. & Hewitt, M. 2016. Fast-tracking authentic leadership development by means of a programme. SA Journal of Human Resource Management, 14(1):1-13. DOI: http://dx.doi.org/10.4102/sajhrm.v14i1.764. , ISSN: 2071-078X (Online) , ISSN: 1683-7584 (Print)
  • Description: Abstract: While there is considerable literature on the definition and impact of authentic leadership (AL), there is a research gap regarding the effectiveness of AL programmes. Research purpose: The focus of this article is on the proximal programme effect of an AL development programme on executive leaders within a period of 3 months. Motivation for the study: AL has been identified not only as the root construct of positive forms of leadership but also equates to the highest level of leadership effectiveness. Leadership authenticity can take a life time to develop, and organisations need positive and ethical leadership now. An appropriate AL programme could considerably shorten the development period of a such leadership Research design, approach and method: A longitudinal qualitative programme evaluation approach was used. The participants comprised a primary group of a 10-member executive leadership team who were the AL programme participants and their respective secondary (senior, peer and subordinate) participants who provided pre- and post-programme data on the leadership authenticity of the primary participants. Main findings: The outline of the AL programme is presented with an indication of how it adhered to specific guidelines offered for development of such programmes. Findings indicate that the programme had a proximal effect of increasing AL; starting with the development of personal followed by interpersonal and professional leadership. Practical/managerial implications: An appropriate and effective AL programme could thus considerably shorten the development period of such leadership.
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Economic value added as a measure of corporate excellence

A design option for optimising knowledge worker expertise

  • Authors: Ramsey, Mark Allan
  • Date: 2010-11-09T06:34:37Z
  • Subjects: Knowledge workers , Knowledge management , Organizational effectiveness , Leadership
  • Type: Thesis
  • Identifier: uj:6962 , http://hdl.handle.net/10210/3470
  • Description: D.Phil. , The success of an organisation depends on the mental capability of a comparatively small number of highly proficient knowledge workers who innovate and clarify the business processes others must act on (Zemke, 2004). Many organisations utilise knowledge worker expertise to create a competitive advantage, but this expertise is not incorporated into the business processes and routine operations of the organisation. Organisational design does not create the conditions under which an organisation can optimise knowledge worker expertise (Grant, 1996). As a consequence, when the knowledge worker leaves the organisation, the knowledge created is lost and the competitive advantage is not sustainable. One of the foremost objectives of an organisation must be to optimise knowledge worker expertise to produce new products, services or ways of working for sustaining competitive advantage (Gold, Malhotra & Segards, 2001). Organisational design continues to be seen as the process of assembling and fine-tuning an organisation’s structure to achieve its goal. Much has been written about knowledge, knowledge management, the knowledge-based organisation and the knowledge worker. However, current organisational design methodologies do not place emphasis on the optimisation of knowledge worker expertise (Grant, 1996). For knowledge workers to contribute sufficiently to the production of new products, services or ways of working, consideration must be given to their motivation. Despite all our achievements in technology and product improvements, knowledge workers are not thriving in the organisations they work for because organisations are not clear about where knowledge workers fit and how their contribution is valued. Covey (2004) asserts that managers are still applying the Industrial Age control model to knowledge workers. For an organisation to succeed in the new economy, knowledge workers must be intrinsically motivated so that they can reach new heights of fulfilment (Covey, 2004).
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Motivational factors in a steel manufacturing company in South Africa

  • Authors: Muedi, Tshiphiri Vincentia
  • Date: 2010-10-25T06:27:25Z
  • Subjects: Organizational effectiveness , Steel industry and trade
  • Type: Thesis
  • Identifier: uj:6932 , http://hdl.handle.net/10210/3442
  • Description: M.Comm. , The importance of motivation for organisational success is recognised by organisations of various sizes and functions the world over. One of thebiggest challenges for organisations is to establish the motivational levels of their employees with a greater degree of certainty. The multi-dimensional nature of an individual’s motivation complicates matters, requiring in depth analysis. The objective of the research is to determine the motivating factors, from an appreciative inquiry perspective, of the lower-managerial employees in a steel manufacturing company in South Africa. Appreciative inquiry reframes relationships around the positive and the possible and is grounded on the positive organisational behaviour philosophy. This philosophy suggests that focusing on the positive rather than the negative aspects of a situation will improve organisational success and individual well-being (McShane & Travaglione, 2007). The study on motivational factors was deemed important as the company has gone through a number of organisational changes without establishing the impact thereof on the employees. Owing to the multi-dimensional nature of motivation, the literature review showed that there is no single theory or integrated model for motivation studies. The evident lack of research integration in this area presented an opportunity for the researcher to study motivation from an appreciative inquiry perspective, of which the data collection stage began with the posing of questions that are unconditionally positive. The questions were analysed using the first-level factors framework presented in the two-factor theory of motivation by Frederick Herzberg.
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The impact of employee empowerment on organizational performance in a flavors and fragrance manufacturing company in South Africa

Improving the organisational effectiveness of cooperative enterprises in the Limpopo Province of South Africa

  • Authors: Thaba, Sebonkile Cynthia
  • Date: 2015
  • Subjects: Cooperative societies - South Africa - Limpopo , Community development - South Africa - Limpopo , Organizational effectiveness
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/84433 , uj:19220
  • Description: Abstract: The study is based on the cooperative enterprises in Limpopo province, with the highest mortality rate, the study investigated the cause of failure and came up with the Effective Cooperative Enterprise Framework, which is the integration of CVF for organisational effectiveness, OD interventions and principles and values of cooperative enterprises. The main findings of the report shows that members lack of cooperative knowledge within the cooperative members and the interested stakeholders. There is also a lack of interrelationship among the stakeholders, namely government (Agencies, local municipalities and departments), and corporates. The main aim of the frameworks is to instil cooperative members with the values and principles through behavioural science and develop a relationship where the stakeholders can engage in sharing experiences and finding a way in intervening within the cooperative enterprises. To make the cooperative members aware of both internal and external factors that brakes or makes the enterprise and effective organisation. The two frameworks which where developed in this study are Cooperative Effectiveness Internal Framework (CEIF) and Cooperative Effectiveness External Framework (CEEF). Data was collected using observations, case study, survey questions and interviews, the members of cooperative enterprises on the 200 cooperatives that were visited, had played a role in one of the four methods used in the study. The SPSS was used to analyse the survey questionnaires. The questionnaires were respondend to by 179 members out of the 250 survey questions that was given to cooperative members, group discussion, observations and individual interviews were done with 150 cooperatives and 13 cooperatives were chosen to form case studies included in this study. The cooperative had to take continuous learning very seriously and this needs to be done with the help of all the stakeholders supporting cooperative. It needs to be a must that cooperative member’s masters and practice principles and values of cooperative enterprises as this determines the success of their business. , M.Tech. (Operations Management)
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Validating antecedants as predictors in the entrepreneurial orientation model

  • Authors: Hewitt, L. M. M.
  • Date: 2012-06-06
  • Subjects: Strategic planning , Entrepreneurship , Organizational effectiveness
  • Type: Thesis
  • Identifier: uj:2521 , http://hdl.handle.net/10210/4977
  • Description: D.Phil. , The importance of entrepreneurship in economic development is hardly disputed since entrepreneurs launch successful businesses, which create employment, expand markets, and increase production and services, which can revitalize social and productive networks to bring vigour into communities (Luiz, 2007). Recently, empirical studies were conducted that provided evidence that supports the common understanding that Entrepreneurial Orientation (EO) leads to superior Firm Performance (FP) (Covin & Zahra, 1995). EO as a topic in the entrepreneurship literature is much debated and deliberated. A plea has been made to explore the antecedents External Environment (EE), Internal Organisation (IO), firm demographics, and founder/owner/manager biographical data of EO. The key focus of this study is to provide research evidence for the predictive model EO - FP and the relationship(s) of the antecedent’s: Owner/Manager Biographics, Firm Demographics, EE, and IO factors might have with a firm’s EO – FP.
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The effect of organisational competencies on a bancassurance’s competitive strategy

  • Authors: Munenekwa, Sifiso
  • Date: 2014
  • Subjects: Industrial organization , Insurance companies , Organizational effectiveness
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/55289 , uj:16275
  • Description: Abstract: Notable in strategic management research is a shift in emphasis from industry factors (i.e. Industrial organisation) as determinants of competitive strategies to internal factors like the resource based view. This study focuses on the influence that the organisation’s competencies have on a bancassurer’s competitive strategy. An interpretive study was adopted for this research and the data was gathered through structured self-administered questionnaires with closed ended questions from 77 management personnel. The population of the study consisted of all middle and senior managers employed by the bancassurer totaling 11 666. A sample of 88 middle and senior managers was selected from this population. Of the 88 managers selected, 77 of them managed to return the fully completed questionnaires representing a response rate of 87.50% of the sample. In addition to questionnaires, archived company records were also used. The data collected was analysed using frequency graphs and tables. The findings suggest that although all the organisation’s competencies identified affect the organisation’s competitive strategy in some way or the other, some competencies have a greater influence on the competitive strategy than others. In addition, the findings also revealed that the organisation’s competencies are not dynamic enough to sustain its competitive advantage in a constantly changing environment. , M.Com. (Business Management)
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A predictive model for information technology project success

  • Authors: Joseph, Nazeer
  • Date: 2014-05-05
  • Subjects: Information technology , Project management , Organizational effectiveness , Creative ability in business
  • Type: Thesis
  • Identifier: uj:10916 , http://hdl.handle.net/10210/10490
  • Description: M.Com. (Information Technology Management) , Information and communication technology (ICT) project success is considered the Holy Grail within many organisations. Over the past decade organisations have begun to realise the increasing importance and the potential of exploiting ICT to gain competitive advantage in their particular realm. Organisations have consequently pushed for the implementation of robust ICT solutions not only to facilitate and augment crucial decision-making processes, but to improve overall organisational efficiency and effectiveness as well. These ICT solutions are deployed via ICT projects. However, extensive research has revealed that ICT projects are continuing to fail at a disturbing rate nationally as well as internationally. ICT projects therefore have an infamous reputation within organisations and the project management domain. This research focused on determining what drives ICT project success by systematically investigating how ICT project success is perceived and measured as well as the factors which influence it. The quantitative research paradigm was implemented through the use of a survey in the form of a structured questionnaire. Although this research was cross-sectional in nature, it employed an element of longitudinal analysis as the results were scrutinised and compared with previous research conducted within the same research area. ICT project team members were randomly sampled to acquire an objective view of ICT project success. Moreover, this research revolved around the philosophy that if the significance of each influencing factor is understood, it should be possible to predict whether an ICT project will succeed or fail. A predictive modelling approach was adopted. This predictive model presented within this dissertation was constructed using structural equation modelling (SEM). The predictive model indicated that ICT project success is predicted by means of stakeholder management, communication and methodology. The model also indicated that these three factors are interrelated and are dependent on one another. It was established that overall project success is dependent on project management success and project product success. This research employed a technique which is rarely used within the project management or ICT project management domain, viz. SEM. Two key recommendations emerged from this research. Firstly, this research suggests that it may be time to re-evaluate how ICT projects are measured as well as the influencing factors, as traditional approaches are yet to accommodate ICT projects in particular. Secondly, this research suggests that researchers should start to explore the underlying constructs of communication as this could assist in addressing a fundamental flaw not only in ICT project management, but project management in general.
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The relationship between company performance and employment equity appointments at board level

  • Authors: Zvandasara, Victor
  • Date: 2018
  • Subjects: Black Economic Empowerment (Program : South Africa) , Organizational effectiveness , Affirmative action programs
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/272734 , uj:29044
  • Description: M.Com. (International Accounting) , Abstract: There is a critical question being asked as to whether or not Black Economic Empowerment has benefited the companies that have adopted it. The objective of this paper is to evaluate whether there is a positive or negative relationship between company performance and employment equity appointments at board level. For the purpose of this paper, company performance is measured by using the return on equity and the price earnings ratio. Black Economic Empowerment data from the Top 40 companies listed on the Johannesburg Stock Exchange was obtained and evaluated. A quantitative analysis in the form of a correlation analysis was performed between black board management representation and company performance. The overall results of this paper suggests that there is no relationship between black board management representation and return on equity, and that there is a negative relationship between black board management representation and the price earnings ratio.
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How business process engineering can contribute to a sustainable business environment

  • Authors: Sephoti, Omphemetse
  • Date: 2014-01-14
  • Subjects: Business process engineering , Reengineering (Management) , Organizational effectiveness , Strategic planning
  • Type: Thesis
  • Identifier: http://ujcontent.uj.ac.za8080/10210/368385 , uj:7892 , http://hdl.handle.net/10210/8783
  • Description: M.Phil. (Engineering Management) , “Business Process Engineering has now become the most important trend in modern businesses. It is often dressed up as many other things, but in the end, how the business delivers value is dependent on the operational effectiveness of its processes” [8]. It is important to understand the benefits that business process engineering will provide in allowing business to be effective through its processes. The benefit needs to be quite evident for a long period of time, while business displays the signs of sustainable growth. I conduct this research to see how the two concepts, which are business process engineering, align in ensuring that business carries on offering the relevant offering to the customer. The approach I used in this research was firstly through understanding what the literature on business process engineering and sustainability entail in order to establish alignment. I therefore formulated a research question based on the variables that were derived from the literature review. These variables are both from business process engineering and sustainability. I further on conducted surveys, interviews with the relevant subject matter experts as well as other business owners. What emanated from the research was that there is a close correlation between the two concepts. It was also learned from the survey and interviews that organisations are so much in favour of sustainable solutions, however the challenge is always on what tools to use, how to use the tools effectively as well as benefit measurement of process engineering interventions. The survey results and the interviews showed that even though organisations think of sustainable solutions, it still seems that there is always an opportunity to implement quick wins that in most cases do not align to the long term goal of creating a sustainable growth of business. This research is important, as it tries to indicate the importance of aligning business process engineering projects to the vision and strategy of the organisation. This approach will ensure that the time and cost invested in executing the strategic and business as usual projects will produce good returns in terms of company performance.
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Organisational readiness for introducing a performance management system

  • Authors: Ochurub, Michael , Bussin, Mark , Goosen, Xenia
  • Date: 2012
  • Subjects: Performance - Management , Organizational effectiveness , Compensation management
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/226692 , uj:22926 , Citation: Ochurub, M., Bussin, M. & Goosen, X. 2012. Organisational readiness for introducing a performance management system. SA Journal of Human Resource Management, 10(1):1-11. http://dx.doi.org/10.4102/sajhrm.v10i1.389. , Citation: Ochurub, M., Bussin, M. & Goosen, X. 2012. Organisational readiness for introducing a performance management system. , ISSN: 2071-078X (online) , ISSN: 1683-7584 (print)
  • Description: Abstract: The successful introduction of performance management systems to the public service requires careful measurement of readiness for change. Research purpose: This study investigated the extent to which employees were ready for change as an indication of whether their organisation was ready to introduce a performance management system (PMS). Motivation for the study: Introducing system changes in organisations depends on positive employee preconditions. There is some debate over whether organisations can facilitate these preconditions. This research investigates change readiness linked to the introduction of a PMS in a public sector organisation. The results add to the growing literature on levels of change readiness. Research design, approach and method: The researchers used a quantitative, questionnaire-based design. Because the organisation was large, the researchers used stratified sampling to select a sample from each population stratum. The sample size was 460, which constituted 26% of the total population. They used a South African change readiness questionnaire to elicit employee perceptions and opinions. Main findings: The researchers found that the organisation was not ready to introduce a PMS. The study identified various challenges and key factors that were negatively affecting the introduction of a PMS. Practical/managerial implications: The intention to develop and introduce performance management systems is generally to change the attitudes, values and approaches of managers and employees to the new strategies, processes and plans to improve productivity and performance. However, pre-existing conditions and attitudes could have an effect. It is essential to ensure that organisations are ready to introduce performance management systems and to provide sound change leadership to drive the process effectively. This study contributes to the body of knowledge about the challenges and factors organisations should consider when they introduce performance management systems. Contribution/value-add: This research adds to the knowledge about aspects of change readiness, change management and introducing change initiatives.
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Workplace spirituality for organisational performance

  • Authors: Masia, Zanele Patricia
  • Date: 2017
  • Subjects: Religion in the workplace , Organizational effectiveness
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/262560 , uj:27720
  • Description: M.Com. (Business Management) , Abstract: Workplace spirituality is an important tool in addressing organisational performance challenges. The attributes of workplace spirituality are trust and openness, connectedness with the firm’s values and employee empowerment. At the core of workplace spirituality for organisational performance is ensuring that the employees’ performance is aligned with the firm’s values. In the current context of South Africa, State-Owned-Entities (SOE’s) are affected by low productivity, financial challenges and reputational risk. The study is focussing on workplace spirituality for organisational performance. The research adopted a qualitative research method. The population includes the entire 41,787 Eskom employees across all provinces in South Africa. From the population, a purposive non-probability sampling technique was used to identify 30 participants. A semi-structured face-to-face interview method was selected as appropriate for the study. The data collection method in this study was qualitative content analysis. Collected data was transcribed. Categories of text data in into elements and units of analysis were used to interpret the data. Qualitative content analysis method was used in the study. The key findings in the study are that workplace spirituality can be embedded in the values of the organisation. The implementation and the effectiveness of workplace spirituality rest within the employees in the organisation and the role of the managers as the facilitator of workplace spirituality. There is a positive relationship between workplace spirituality and organisational performance. When workplace spirituality is effectively implemented, it allows employees to see their work as purposeful, to be ethically minded and it cultivates a positive working environment.
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The development of an information model for the management of an employee assistance programme

An optimised portfolio management model, incorporating best practices

  • Authors: Naidoo, Yogan
  • Date: 2015-06-29
  • Subjects: Organizational effectiveness , Portfolio management , Strategic planning , Rate of return , Engineering - Management
  • Type: Thesis
  • Identifier: uj:13646 , http://hdl.handle.net/10210/13830
  • Description: M.Ing. (Engineering Management) , Driving sustainability, optimising return on investments and cultivating a competitive market advantage, are imperative for organisational success and growth. In order to achieve the business objectives and value proposition, effective management strategies must be efficiently implemented, monitored and controlled. Failure to do so ultimately result in; financial loss due to increased capital and operational expenditure, schedule slippages, substandard delivery on quality and depreciation of market share. This research paper investigates and discusses management strategies with the focus on integration of effective portfolio management, efficient system development life cycles and optimal project control to ultimately drive organisational sustainability and growth. With the aid of this research, optimal decisions on project/organisational venture selection can be made. Furthermore, integrating portfolio management strategies with system development life cycles and optimal project control strategies, will optimise an organisational portfolio and enhance the probability of project and organisational success.
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Kulturele determinante van organisatoriese doeltreffenheid in Suid-Afrika en Japan

Activity-based management as an instrument to facilitate effective management decision-making and organisational improvement

  • Authors: Smit, R.
  • Date: 2008-06-27T13:47:06Z
  • Subjects: Activity-based costing , Decision making , Organizational effectiveness
  • Type: Thesis
  • Identifier: uj:10106 , http://hdl.handle.net/10210/748
  • Description: This study sets out to prove that Activity-Based Management is still a relevant instrument to facilitate effective management decision-making and organisational improvement. In the light of all the latest techniques and methodologies that currently exist to measure and rectify organisational performance, the obvious question might be “but why Activity-Based Management?”. Whilst certain techniques and methodologies concentrate on either inputs, outputs and / or on the entire process, Activity-Based Management was selected because it specifically analyses the activities (transformation component) of a business, plus the fact that this methodology has been refined and tested with great success in large organisations such as Eskom. Given the selection of management tools available, an instrument such as Activity-Based Management is usually not implemented alone, but may be supported by one or more other approaches. For this reason, Activity-Based Management is contrasted with several other popular instruments in the literature review. If properly applied, Activity-Based Management can provide management with a sound decision-making platform for correctly aligning resources and work activities. It produces cost information by linking human resource costs to activities and then tracks these human resource costs (inputs) by activity (transformation) and traces them to the point where products and / or services (outputs) reach their destination / customers (result). It also serves as a useful base to improve strategic and operational decisions and for reviewing and updating the organisation structure of a business. This study reworks and researches previous data related to a project carried out by Eskom (exploratory research) with the purpose of testing the primary research objective. Based on a predetermined dictionary of activities and an associated data collection form, a census was used to collect the data. The resulting reports highlight the main obstructions to effective performance and they mainly relate to an imbalance of time expenditure amongst the various activities performed, an outdated organisation structure and a misalignment of effort with the new vision and strategies formulated. The study is concluded with a number of recommendations for improvement and for further study. Briefly, these recommendations address:  shifting the focus from support to core activities and placing a higher emphasis on activities that support the new vision and strategies of the business;  eliminating unnecessary activities and reducing the amount of time wasted; and  eliminating fragmented work, dealing with surplus manpower numbers and revising the organisation structure. , Prof. H.E.C. de Bruyn
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Factors that facilitate trustworthiness of managers in the organisation

  • Authors: Kgarimetsa, Tebogo Samuel
  • Date: 2012-06-07
  • Subjects: Leadership , Organizational effectiveness , Leadership - Moral and ethical aspects , Business ethics , Organizational behaviour - Moral and ethical aspects , Industrial management - Moral and ethical aspects , Trust
  • Type: Mini-Dissertation
  • Identifier: uj:8702 , http://hdl.handle.net/10210/5055
  • Description: M.Comm. , Global recession, competitiveness and technological growth have resulted in the transformation of work. Organisations continued to realign themselves and shed jobs in response to these changes, job security came under threat, and the employer employee trust gap continued to widen. Uncertainties occurred and these uncertainties occurred due to the transformation programmes that leaders of organisations have embarked on to adapt to the economic pressures from the external environment. The employees found themselves vulnerable as the processes unfolded, and the trustworthiness and credibility of managers was questioned by most employees. Organisations however do not have a common understanding of which factors facilitate trustworthiness of managers within the organisation, how the workplace understands trustworthiness, and the extent to which the trustworthiness of managers exists. The premise of this research was to determine the extent to which the facilitators of trustworthiness exist, and to explore what the employees in the work place regard as trustworthiness. The positive existence of the facilitators of trustworthiness that were determined indicated that the immediate subordinates of the managers in the organisation see their managers to be trustworthy. The workplace regarded openness and fulfilment of the promises as important factors that facilitate trustworthiness. In addition, the employees held similar understanding with regard to the theory of trustworthiness on the description of benevolence and personality characteristics. With regard to other factors that facilitate trustworthiness, i.e. openness, integrity, competency, and history of interactions, the gap was identified between the description of the theory and the workplace understanding of the facilitators of trustworthiness.
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