Showing items 1 - 20 of 60

Your selections:

Human resources management in the South African socio-economic context

  • Authors: Abbott, Penny
  • Date: 2012-10-30
  • Subjects: Human resource management , Personnel management , Industrial sociology
  • Type: Thesis
  • Identifier: uj:10473 , http://hdl.handle.net/10210/7945
  • Description: Ph.D. , The purpose of this study was to explore the lived reality of the work of Human Resource practitioners in South Africa in relation to the socio-economic context of their organisations and to consider how appropriate or not their responses might be to the impacts of that context on their work. This was explored through a qualitative study wherein interviews with 50 volunteer practitioners from all types of organisations spread across the country were conducted and compared to views of 17 informed commentators in this field. It was found that the work of Human Resource practitioners is signficantly impacted by social and economic factors external to the workplace, but that the current response by practitioners is probably not as appropriate as it could or should be. A role for human practitioners as “social activists” was identified and factors influencing whether such a role is played were explored. Frameworks of appropriate actions are proposed at both strategic and individual contributor level to support this role. The role of Human Resource professional bodies in addressing social issues in South Africa is challenged and a framework proposed to improve the extent to which leadership is given to Human Resource practitioners and to increase the visibility and voice of the profession in contributing to alleviation of societal problems. Recommendations for implementation of the proposed frameworks are proposed. One of the most significant recommendations is for Continuing Professional Development to provide coaching support based on Constructive-Developmental theory to enhance the ability of Human Resource practitioners to cope with the high levels of complexity that they encounter in their roles. Further research into a proposed model of influencing factors in the social activist role is recommended.
  • Full Text:

The role of workplace learning in transforming identities of human resources practitioners

  • Authors: Arotiba, Adeola Abisola
  • Date: 2018
  • Subjects: Organizational learning , Personnel management
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/271618 , uj:28892
  • Description: M.Com. (Human Resource Management) , Abstract: Orientation. This study unravels the role of workplace learning in transforming work identities of human resource practitioners. Research Purpose. The objectives of this dissertation were: ✓ To understand how HR practitioners define themselves in relation to their roles. ✓ To explore how individual, social, organisational and other workplace learning experiences of HR practitioners assist them in fulfilling their roles. ✓ To describe how workplace learning experiences of HR practitioners help them in transforming and expressing their work identities. Motivation for the study: My motive is to know if there are opportunities in what HR professionals learn in developing their work identities; and how what they learn shape who they are, and how they define themselves at work. Research Design, approach and method: I adopted a qualitative approach by capturing the life histories of two female human resource professionals from different organisations. They provided their stories on how workplace learning transforms their work identities through semi- structured interviews, as well as by keeping a research diary. Thematic analysis was used to interpret the data. Main findings. Both HR practitioners viewed themselves as decision makers, employers as well as human capital developer. They saw themselves as skilful, focused and critical to the business. Their workplace learning experiences, developed and prepared them for higher positions, helped them to make...
  • Full Text:

An investigation into the work environment elements on job satisfaction- a case study on a company in the telecommunications industry.

A South African woman's experience of expatriate adjustment

  • Authors: Bester, Petrus Cornelius
  • Date: 2008-06-17T13:38:49Z
  • Subjects: Industrial psychology , Personnel management , Diplomatic and consular service, South African , Acculturation
  • Type: Thesis
  • Identifier: uj:2899 , http://hdl.handle.net/10210/632
  • Description: A preliminary review of the literature on cultural or expatriate adjustment with regard to the spouses of diplomatic personnel, such as the military attaché, clearly indicated a gap in the existing knowledge scholars have of the adjustment experiences of spouses of expatriate managers. The aim of this study was exploring and describing one South African expatriate’s wife’s authentic experiences of expatriate adjustment to India. A modernist qualitative methodology with symbolic interactionism as theoretical framework and interpretivist constructivism as research paradigm was employed. The case study was used as qualitative research strategy and the life history was used as the qualitative research technique. Purposeful sampling was employed. Plummer’s (2001) critical humanism was included to reflect the flavour of the diversity of frameworks available to life history researchers. Data were obtained from solicited and unsolicited sources. This yielded a life history with rich descriptive data that were systematically analysed with the grounded theory technique proposed by Strauss and Corbin (1990, 1998). A conceptual framework was compiled and used to substantiate the finding by means of a literature review, the identification of the core category, and finally the development of a substantive theory called: a transitional theory of spousal expatriate adjustment. Guidelines proposed in the literature were followed to ensure the authenticity, trustworthiness and credibility of the study. The findings provided some understanding of how wives of military attaché’s experience the process of expatriate adjustment. Recommendations were made to improve current practice. The study also made a methodological contribution to the local study of Industrial and Organisational Psychology and in particular International Human Resources Management. Recommendations are made for future research. , Prof. Willem Schurink
  • Full Text:

An investigation into the facilitators of the trustworthiness of managers

  • Authors: Bews, Neville Frederick
  • Date: 2012-02-27
  • Subjects: Industrial relations , Interpersonal relations , Personnel management , Industrial sociology , Trust
  • Type: Thesis
  • Identifier: uj:2049 , http://hdl.handle.net/10210/4399
  • Description: D.Litt. et Phil. , With the emergence of what has been referred to as the "post-industrial" society, the last decade has seen employer-employee work relationships undergoing a high level of change, as organisations restructure in an attempt to survive in the emerging global economy. Largely due to this, the nature of work has changed, placing tension on intra-organisational trust. As organisations readjust in an attempt to face the future they often find that intra-organisational trust is in a crisis, at a time when emphasis is being placed on the need for trust-based relationships. This renewed focus, and paradox that intra-organisational trust faces, has, on a multidisciplinary basis, caught the attentions of numerous academics, resulting in numerous attempts to understand aspects of interpersonal trust. In this study some of these attempts are considered in proposing a model for intra-organisational trust and certain aspects of this model are tested empirically. To achieve this, a multifaceted approach is employed, within a South African financial institution, whereby triangulation is used through gathering both quantitative and qualitative data. A research instrument is developed, by means of which the facilitators of trustworthiness, as proposed in terms of a model for trust and percieved by respondents, are measured. An analysis of the data gathered in respect of the various biographical categories at the company investigated, is undertaken. In terms of this analysis the relationship between interpersonal trust and the facilitators of trustworthiness is assessed, and the implications of this study for theory and policy are considered.
  • Full Text:

'n Evaluering van die doelwitbestuursbenadering soos by Technikon Suider-Afrika toegepas

  • Authors: Botha, Eben
  • Date: 2014-02-10
  • Subjects: Goal setting in personnel management , Management by objectives , Personnel management
  • Type: Thesis
  • Identifier: uj:3713 , http://hdl.handle.net/10210/9094
  • Description: M.Com. (Business Management) , This dissertation is a study of the theoretical basis of management by objectives compared with a modified system used by Technikon Southern Africa, an academic institution. According to management by objectives theory, certain elements should be present in any MBO system if the organization wishes to implement it successfully. The research was based on the hypothesis that the system (MBO) used by Technikon SA, although modified, would still lead to the effective and efficient management of the institution. The first part of this study describes the organizational climate of Technikon SA from its establishment to 1993. In particular, the discussion focuses on the need for an effective managerial system to manage the Technikon as an open system. The second part of the dissertation provides a theoretical framework, based on literature from many sources, which describes the underlyning philosophy of management by objectives. This discussion also comprises the elements of a management by objectives programme, as well as the possible benefits and pitfalls of such a system. The third part of the study refers to the implementation successes of management by objectives in tertiary institutions. This section essentially consists of a comparison of the management by objectives system used by the Technikon and the theoretical basis as it has developed since Drucker first introduced the concept. In the final chapter conclusions based on the comparison are made. The most important conclusion is the rejection of the hypothesis that the system used by the Technikon is effective. In the final analysis suggestions are made to improve the system used by the Technikon, the most important being the following: management must change from an autocratic management style to one of participation and self-control; academics must be seen as professionals who can be trusted to achieve their objectives by way of their own planning and actions; objectives must be determined from key performance areas; goal-setting must be a participative process; all objectives must meet certain criteria; action plans should be implemented; management must be competent to motivate, coach and persuade; continuous feedback should be given by management; and the most important of all, management by obj ectives should be implemented as an integrating system with the emphasis on its use for performance appraisal. Further research is suggested to determine an effective system for Technikon SA. Once again it was found that management by objectives, although an old concept, is effective, but only if management adheres to its basic principles
  • Full Text:

Foundational assumptions in selecting human capital metrics

  • Authors: Chrysler-Fox, Pharny D.
  • Date: 2011-08-25T06:44:23Z
  • Subjects: Human capital , Human capital measurement , Personnel management
  • Type: Thesis
  • Identifier: uj:7173 , http://hdl.handle.net/10210/3784
  • Description: M Com (Human Resources Management) , The aim of this study was to explore and describe foundational assumptions in selection of human capital metrics, unpacked within three broad categories of meaning, namely: why?, what?, and how? we measure human capital. A literature study was conducted to demystify conceptual elements and to report on the status quo. A modernist qualitative research methodology, with purposive and snowball sampling to recruit a limited number of practitioner experts in the field of HC and HC measurement in South Africa, was employed. With the aid of computerised qualitative data analysis software, thematic analysis was inductively applied to data generated during unstructured, in-depth interviews. Twenty-four assumptions found and positioned within the three broad categories of meaning (why?, what?, and how?) provide some understanding of selection in human capital metrics. Significant clusters of findings are: the supply of decisionlevel specific human capital information (which originated heuristically and inferentially), the limited value attached by senior managers to transactional and compliance information, the systemic integration (vertical and horizontal) of the business strategy into the business value chain, supported by multiple and parallel value chains, and an emerging measurement framework within HR. These clusters are representative of two emerging and overarching paradigms, namely: the current and entrenched Performance Measurement Paradigm (transactional), and the aspiration towards the fruition of a Human Capital Contribution Paradigm. It is clear from this study that there is still conceptual confusion regarding the terms human capital and metrics as presented in literature and understood and applied in practice. Recommendations are offered to eradicate conceptual confusion and to assist HR in moving towards a Human Capital Contribution paradigm.
  • Full Text:

Turning the tide" a new wave of HR: devolving HR capabilities to line managers

Managing cultural diversity in information services

  • Authors: Eister, Keitumetse Betsy
  • Date: 2009-01-12T07:23:11Z
  • Subjects: Diversity in the workplace , Personnel management , Communication in organizations , Libraries
  • Type: Thesis
  • Identifier: uj:14778 , http://hdl.handle.net/10210/1856
  • Description: M.Inf. , This study was conducted within the context of human resources management. The empirical investigation involved nine provincial library and information services. A questionnaire was sent to nine directors with the purpose of investigating how provincial library services have changed to accommodate needs of diverse human resources. The aims of the research were to explore the perceptions managers have on differences brought by diverse cultural backgrounds, and how they have aligned management practices to suit the changed needs. It was found from the empirical research that most of the managers are aware of the changes that have to take place, but very little has been done to address changes in a constructive, organised manner. Recommendations are made on specific areas that need to be addressed, with a view to efficiently manage employees who come from different cultural backgrounds.
  • Full Text:

Enkele aspekte van die bestuur van verandering binne 'n finansiële instelling

  • Authors: Hattingh, Zacharias Christiaan
  • Date: 2015-09-15
  • Subjects: Strategic planning - Case studies , Personnel management
  • Type: Thesis
  • Identifier: http://ujcontent.uj.ac.za8080/10210/391352 , uj:14108 , http://hdl.handle.net/10210/14541
  • Description: M.Com. , The purpose of this study is to identify important factors for the formulation of a strategy for the management of change within the Johannesburg region of the Allied/United division of ABSA. The need for such a strategy arose after indications of a low level of motivation and a negative climate were identified within the organization. In this study the level of motivation and the climate is tested and the connection of these aspects with the process of change taking place within ABSA is studied. The situations within Allied and United are also compared...
  • Full Text:

Personeelbesnoeiing in Suid-Afrika : bestuursoptrede en die reaksies van ontslaandes

  • Authors: Hobson, Ernest Guy
  • Date: 2014-04-16
  • Subjects: Employees - Dismissal of , Employees Dismissal of - South Africa , Industrial relations - South Africa , Personnel management
  • Type: Thesis
  • Identifier: http://ujcontent.uj.ac.za8080/10210/387718 , uj:10791 , http://hdl.handle.net/10210/10299
  • Description: M.Com. (Human Resource Management) , Studies clearly show that workers experience trauma when organizations rationalise. These traumatic experiences are found to be primarily due to the uncertainty of what will happen to workers and the impact rationalisation could have on their job security. This has led to the assumption that rationalisation is inevitably traumatic. This study is aimed at dispelling this assumption as a myth. The view is taken that human and organizational behavior is complex, in that a variety of interactions between management and workers is not only possible, but does in fact occur in organizations today. This study considers various approaches organizations follow in dealing with workers during a rationalisation program. This study also investigates the experiences of workers who have actually lost their jobs. The results indicate beyond doubt that the experiences of trauma associated with rationalisation programmes are strongly related to the approaches adopted by management during such programmeso Worker trauma is therefore not a condition of rationalisation, but rather the result of a particular approach followed by management. The results of this study could have a profound effect on how organizations approach rationalisation. The benefits of a reduction in industrial and legal action due the approach adopted by management during rationalisation, is obvious. What is less obvious, but possibly more important however, is the level of loyalty and work performance of those workers remaining in the service of the organization. Studies have demonstrated the devastating impact of an unsatisfactory approach followed by management during rationalisation, on the work performance and loyalty towards the company of remaining workers. In order to succeed or survive, organizations must continually adjust to an everchanging environment. This would no doubt include the need for an effective rationalisation program...
  • Full Text:

The impact of a total reward system on work engagement

  • Authors: Hotz, Gabi Jenna
  • Date: 2015-04-24
  • Subjects: Personnel management , Career development , Performance standards
  • Type: Thesis
  • Identifier: uj:13571 , http://hdl.handle.net/10210/13714
  • Description: M.Com. (Industrial Psychology) , Work engagement is defined as “a positive, fulfilling, work related state of mind that is characterized by vigour, dedication, and absorption” (Schaufeli & Bakker, 2010; Schaufeli, Salanova, González-Romá, & Bakker, 2002, p. 74). It is therefore critical for organisations to pay careful attention to the effect that total rewards have on engagement to ensure the highest level of work engagement within the organisation. Previous studies have shown that very little research has been conducted in the South African context to examine total reward strategies and how these programmes specifically relate to work engagement. The overall purpose of this study is to determine the relationship between total rewards and work engagement and to further determine which reward category predicts work engagement. The model proposed by Nienaber (2010) includes all the core dimensions under rewards and was therefore used for this study. Total rewards for the purpose of this study include: Base Pay, Performance, Career Management, Contingency Pay, Quality Work Environment, Benefits and Work-Home Integration. The Utrecht Work Engagement Scale (UWES) and The Rewards Preferences Questionnaire were administered to a random sample (N = 318) of South African employees in various different divisions and positions within several organisations. The results indicated that Total Rewards explained 14% of the variance within Work Engagement. Furthermore, only Performance and Career Management, and Work- Home Integration were significant predictors of Work Engagement. In relation to the gender and age as moderating variables, it was found that these two constructs did not act as moderators between total rewards and work engagement.
  • Full Text:

Ontleding van konflikmanifestasie aan die hand van die katastrofe-konflikteorie

  • Authors: Jacobs, Willem Jacobus
  • Date: 2014-05-29
  • Subjects: Conflict management , Personnel management
  • Type: Thesis
  • Identifier: uj:11227 , http://hdl.handle.net/10210/10820
  • Description: M.Com. (Industrial Psychology) , The aim of this study was to analyse the relationship that might exist between conflict manifestation and conflict potential. A secondary aim was to determine whether conflict potential can be determined by the mere measurement of conflict manifestation. A comparative literature study of conflict manifestation is presented in order to facilitate the understanding of conflict potential and the relationship that might exist between the two dimensions. Eight companies and 2 091 workers in the Pretoria, Johannesburg and East Rand geographic areas were used as a test sample. The conflict catastrophe theory was used to determine the conflict potential in the various companies that were included in the test sample. A questionnaire, the conflict manifestation questionnaire, was developed to measure conflict behaviour in the sampled companies.
  • Full Text:

An investigation of the mental model of millennials in a South African organisation

  • Authors: Jardine, Robert
  • Date: 2019
  • Subjects: Diversity in the workplace - Management , Young adults - Employment , Generation X - Employment , Generation Y - Employment , Conflict of generations , Personnel management
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://ujcontent.uj.ac.za8080/10210/370758 , http://hdl.handle.net/10210/292198 , uj:31750
  • Description: Abstract: Generational difference has become a significant topic in popular media and literature. Current research suggests that individuals growing up during different time periods possess different worldviews and thus possess different workplace values and preferences. This has significant implications for various people management strategies and practices implemented by industrial psychologists. By catering for differing worldviews and workplace values, it is possible to increase engagement, performance, and retention of employees in the workplace. However, when investigating this theory with an empirical psychological lens, the need for further research is evident, especially in different contexts, such as South Africa. This study provides a deeper insight into workplace values as a result of mental models within the South African millennial generational cohort. A conceptual mental model that focuses on the drivers of workplace values that emerged in the study is presented. , M.Com. (Industrial Psychology)
  • Full Text:

Identifying enabling management practices for employee engagement

  • Authors: Joubert, Marius
  • Date: 2012-06-05
  • Subjects: Personnel management , Employee motivation , Management - Employee participation , Performance - Management
  • Type: Thesis
  • Identifier: uj:2391 , http://hdl.handle.net/10210/4845
  • Description: M.Phil. , In an interview with Harvard Business review Gary Hamel (Allio, 2009) noted: “Management is the single largest constraint on business performance.” Current management models and practices need to be reviewed because managers do not seem to be able to add significant value to their organisations anymore. In 2007 the Hay group conducted a study and showed that middle managers in the United Kingdom cost the economy approximately £220 billion per annum (Paton, 2007). According to a Towers Perrin Global Workforce study (2007) it showed overall employee engagement in organisations across the world was 21% whilst disengaged employees was 38%. The Towers study further showed that managers are playing an enormous role in the statistics above. The present study focuses on the concept of creating a management value chain for management, to ensure consistent application of enabling management practices in order to contribute to the improvement of employee engagement and ultimately organisational performance.
  • Full Text:

New methods of engagement : a case study on spiral dynamics to improve union-employer relationships

  • Authors: King, Philippa Josephine
  • Date: 2020
  • Subjects: Personnel management , Labor unions , Industrial relations
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/416496 , uj:35234
  • Description: M.Phil. , Abstract: South Africa has a reputation as the strike capital of the world, and industrial action is a key identified risk facing South Africa. Described as a cycle of value destruction, industrial action not only impacts companies and their performance, but also workers and their dependants (Soko & Balchin, 2014). While some issues are resolved at bargaining council level, many problems facing companies and their workforce need to be creatively resolved through effective engagement between employers and unions. Spiral Dynamics is a development theory that argues that individuals and groups have different thinking or value systems, and that this impacts their behaviour, perceptions, and approaches. While Spiral Dynamics has been applied widely in South Africa by, amongst others, Volckmann and Beck (2011), Laubscher 2013), Viljoen (2015), and Salters (2011), there are limited studies on its application in union and employer engagements. This study examined to what extent Spiral Dynamics as a tool could be applied to enhance understanding of union-employer engagements for all stakeholders. The aim was to contribute to the growing body of research around industrial action in South Africa, focusing, however, on ways to proactively improve union‒employer engagements and minimise conflict. A qualitative, exploratory, phenomenological research approach was applied to a specific case. Primary data were collected by means of content analysis, direct observations, semi-structured interviews, and the application of spiral dynamics. A total of 37 employer‒union engagements were observed, and semi-structured interviews were conducted with 16 participants on their perceptions of the engagements. The study highlights the importance of the history and context of the relationship and the impact it has on the effectiveness of the engagements between employer and union. A map of the engagements was developed and overlaid onto Kraybill’s Cycle of Reconciliation (1995). This highlighted the importance of understanding reconciliation, not as a once-off activity, but as a process, and, specifically, the importance of two key steps: (1) jointly understanding of the need to separate...
  • Full Text:

A process evaluation of a HR model for business excellence

  • Authors: Kruger, Willem Johannes
  • Date: 2008-06-05T11:41:22Z
  • Subjects: Strategic planning management , Personnel management
  • Type: Thesis
  • Identifier: http://ujcontent.uj.ac.za8080/10210/383170 , uj:9046 , http://hdl.handle.net/10210/550
  • Description: Rhinesmith (1996) is of the opinion that no business can prosper without a business strategy that needs proper implementation. This implies that organisations need to be managed as a system where the traditional loose practices should be integrated. This further implies that Human Resources (HR) should manage HR as an integrated system that integrates with organisations as a system. Traditionally, HR has focused on human resource practices. This means that they, for example, manage HR as “loose units” by focusing on staffing, training and development, performance assessment and rewards as practices to be dealt with separately. These practices are seldom integrated with a business mindset. One can categorise these traditional practices as administrative practices and nothing more. These “separate” administrative practices often lead to inflexible and scattered support to line. The reason is that legislation on training, employee equity, employment practices, industrial or employee relations and remuneration is implemented without a process where stakeholders in organisations talk to one another to understand how it should be integrated. The other challenge for organisations is to integrate the HR practices mentioned into a single process flow that integrates all HR practices into one single HR system. The HR training provided to students at tertiary institutions does not solve the above challenge for those who intend to become HR practitioners. Sources on HR by authors such as Lussier (1996), Beach (1980), Dubois (1996) and others mostly focus on HR practices. However, these sources are excellent literature on HR practices. For example, these resources may refer to management of employees, and the personnel field, philosophies, principles, and policies. Literature on strategic HR most often informs the researcher about using business processes as the drivers for all HR practices. In reality, it means that HR needs to bridge the gap between business principles, commerce, resource development and employee utilisation. The result is that HR often approaches the value that they need to add to a business with a non-business mindset. They normally provide contributions as a business partner who adds no focused business value. HR further adds to the problem by leaving the integration of the various HR functions to individual managers who manage these human resource practices from their own perspective. This often results in a disorganised HR function that mostly focuses on administrative and controlling issues of the various HR practices. For example, employee equity (EE) is driven as a number game. This may result in the inability to recruit needed scarce skills such as those of engineers. Furthermore, remuneration surveys are concluded and the results are implemented with the aim of reducing the human cost in organisations. Such approaches often add to lack of commitment and an outflow of employees who should rather have stayed due to their competency levels. Training courses on leadership often do not support the culture and leadership style required by a specific organisation. This results in HR functions being weak in implementation or understanding of the real needs of organisations. This situation creates a non-business approach to HR practices and procedures. Business-driven HR practices need to be integrated by closing the gap between business principles, commerce, resource development and employee utilisation. The Corporate Leadership Council (1995) is of the opinion that the role of HR is to build and develop the organisation of tomorrow in today’s terms. Successful organisations master the ability to put strategic plans into practice with the focus on implementation. HR must stop being good in developing business or strategic plans (the “what to do”). They must develop the ability to integrate the various HR practices into a system that integrates with business processes and practices to become real business partners in the true sense of the word. Ulrich (1997) said in this regard: “As champions of competitiveness, HR professionals must focus more on the deliverables of their work than on doing their work better. They must articulate their role in terms of value created. They must learn to measure results in terms of business competitiveness rather than employee comfort and to lead cultural transformation rather than to consolidate, reengineer, or downsize where a company needs to turn around. To achieve these goals, HR must reorganise and correct its position. The HR function traditionally has spent more time professing than being professional” (Ulrich, 1997, p. 17). , Prof. J.E. Coetzee
  • Full Text:

Motivering van spoorbaaninstandhoudingstoesighouers

  • Authors: Kruse, Martin Wynand
  • Date: 2015-09-29
  • Subjects: Personnel management , Employee motivation - South Africa , Supervisors - South Africa
  • Type: Thesis
  • Identifier: uj:14207 , http://hdl.handle.net/10210/14654
  • Description: M.Com. (Business Management) , Personnel motivation is one of management's most important tasks, but due to a lack of understanding of the nature of motivation, it is also frequently neglected resulting in losses to the organisation. The purpose of this document was to perform a motivation study on the supervisory staff of a railway maintenance depot. With the results of this study the cause of the low level of motivation was determined, followed by recommendations to management in order to address these problem areas ...
  • Full Text:

Leadership intent and employee contextual performance

  • Authors: Leclezio, Jennifer Ann
  • Date: 2018
  • Subjects: Leadership - Psychological aspects , Leadership - Moral and ethical aspects , Intention , Industrial relations , Personnel management
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/295913 , uj:32232
  • Description: Abstract: Leadership that is both ethical and effective is needed in the world more than ever. This is especially true in an organisational context, with CEO’s reporting that leadership remains the most pressing issue, particularly in relation to good organisational citizenship by employees. The question of what constitutes good leadership, and therefore how to identify and cultivate good leaders, has led to a proliferation of academic research. Recent leadership theories intimate that good leadership requires something more essential than innate personality traits or outward behaviours. This essential element could be explained as a ‘withinperson’ criterion. Consideration of the construct of intent as a possible descriptor for this ‘within-person’ criterion may be helpful. Intent is defined as the deeper motive of the leader, and the purpose of this study was to explore and describe the implications of intent on leadership and employee contextual performance. This study was conducted within the paradigm of the Personal and Professional Leadership (PPL) model against the backdrop of toxic and servant leadership theories. A qualitative research design, underpinned by a social constructionist ontological methodology was followed. Semi-structured interviews were conducted with nine purposively selected senior managers who described their subjective experiences within an organisational context. The data analysis considered four co-creators of meaning; the researcher, the participants, an independant coder, and the literature. The researcher and the independent coder used an adaption of Tesch’s eight steps of open-coding to code the data. A consensus discussion compared the two analyses and confirmed the findings. A review of prevailing literature followed and was used to check the findings from the analysis and answer the research questions. The study identified descriptors for the bad leader as malevolent and the good leader as benevolent. The malevolent leader was characterised by a self-serving intent leading to unhappy, disengaged employees who focused on complying. Conversely, the benevolent leader was characterised by an intent to serve, leading to positive and accountable employees who exceeded expectations and emulated the leader. Employee contextual performance was therefore only evident where the leader’s... , M.Phil.
  • Full Text:

Stakeholders’ perceptions of a human resources management intervention

  • Authors: Letsoalo, M. B.
  • Date: 2013-11-21
  • Subjects: South Africa. Dept. of Education , Personnel management , Teachers - Training of - South Africa , School management and organization - South Africa
  • Type: Thesis
  • Identifier: uj:7780 , http://hdl.handle.net/10210/8675
  • Description: D.Phil. (Industrial Psychology and People Management) , The aim of this study was to establish the stakeholders’ perception of a Human Resource Development (HRD) intervention. This was prompted by the fact that the Mpumalanga Department of Education (MDoE) has been regarded as one of the provinces that performs poorly on grade 12 results as compared to other provinces. A qualitative methodology was adopted in this study where in 20 participants were interviewed as internal stakeholders in the MDoE. The participants from different categories were purposefully selected from various regions in the MDoE in order to establish their perceptions of a HRD intervention. This study established that the human resource development and training services were not properly managed. This is attributed to shortage of staff, insufficient budget, HRD practitioners’ competencies, inaccurate information keeping and lastly the fact that the recommendations made by the internal auditors were not implemented. Consequently, the researcher ended up constructing an HRD audit process which could assist both private and public sector organization to improve service delivery. The proposed HRD audit process will hopefully ignite interest of scholars to test it, customize or even expand it.
  • Full Text:
  • Disclaimer
  • Privacy
  • Copyright
  • Contact