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Reward preferences and work orientations among South African employees

  • Authors: Victor, Janine Ashleigh
  • Date: 2021
  • Subjects: Reward (Psychology) , Personnel management , Employee motivation , Employees - South Africa
  • Language: English
  • Type: Doctoral (Thesis)
  • Identifier: http://hdl.handle.net/10210/485592 , uj:44143
  • Description: Abstract: Background: Ascertaining what motivates and satisfies employees is a complex yet critical task. After all, employees have a need to feel valued in the workplace. Although managers and behavioural practitioners draw on rewards to acknowledge employee efforts, they often lack insight into which rewards are most appealing to individual employees. Given this, there are not only limited instruments available to measure reward preferences but ease of access to psychometrically sound measures is further challenging (Hoole & Hotz, 2016; Victor & Hoole, 2017). Furthermore, there is a dearth of empirical work attributed to understanding what drives reward preferences in the new world of work. One particular gap in research is the need to explore how people’s relations to their work shape preferences for rewards. While job-orientated people have a need to satisfy their lives away from the workplace, careerorientated people have a strong need to achieve and advance in their jobs. Calling-orientated people seek meaning and fulfilment through their work. By scrutinising how individuals relate to their work, it is possible that managers and behavioural practitioners can draw closer to pinpointing what employees seek from the work that they do. Research purpose: The overarching aim of this study was to explore reward preferences and work orientations among South African workers. The objectives of this study were achieved by following a three-phase process. The specific objectives of Phase 1 were to explore how employees feel rewarded in the workplace and thereafter to develop a model depicting how rewards can be categorised. The objective of Phase 2 was to develop and validate a new reward preference instrument in the South African context (the Rewards Desirability Inventory). The objective of Phase 3 was to determine whether work orientations (or people’s relations to their work) are significant predictors of a desire for financial and/or non-financial rewards... , Ph.D. (Industrial Psychology)
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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...
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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)
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Developing a framework for strategic workforce planning

  • Authors: Strydom, Cris
  • Date: 2019
  • Subjects: Strategic plannning , Personnel management
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/452415 , uj:39902
  • Description: Abstract: To remain competitive, an organisation needs to manage its most important strategic asset — its workforce. Yet, even today, strategic workforce planning is perceived to be a challenging process and difficult to execute. This has created the need to simplify strategic workforce planning. The focus of this study was on three key human resource (HR) practices, namely strategic planning, workforce planning, and talent management. The aim of the study was to link the key components of the three HR practices into an integrative framework for strategic workforce planning, to assist organisations to align their future talent requirements with their overall business strategy... , M.Com. (Human Resource Management)
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Psychological attachment and demographic variables : comparing profit and nonprofit organisations

  • Authors: Meyer, Stephanie
  • Date: 2019
  • Subjects: Psychology, Industrial , Personnel management , Commitment (Psychology) , Work - Psychological aspects
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/414735 , uj:34990
  • Description: Abstract: Background and research purpose: Organisations and managers are constantly trying to establish innovative methods to enhance the psychological connection employees have with their work. This study investigates the relationship between demographic variables such as age, gender, and tenure and the psychological attachment of employees while comparing these results across profit and non-profit organisations. Motivation for the study: Generally, employees worldwide are not as connected, enthusiastic, or fully involved with their work, and the literature on psychological attachment and engagement studies reveals limited empirical research on the relationship between psychological attachment and demographic variables across profit and non-profit organisations, especially within the South African context. Research approach, design, and method: In this quantitative, cross-sectional research design, secondary data were used through means of a non-probability sampling strategy within the profit and non-profit organisations across various companies in the African continent. A sample of n = 1029 collected from employees across profit and non-profit organisations was used. Psychological attachment was measured using the Psychological Work Immersion Scale (PWIS). Main findings: A significant relationship was found between psychological attachment and age, and only age differences predicted psychological attachment among the participants. No significant differences in psychological attachment were observed between the profit and nonprofit organisation participants. Practical implications: The research adds value to human resource (HR) practitioners and industrial psychologists in terms of organisational development interventions. It guides HR practitioners to consider interventions specific to differences in age, gender, and tenure. , M.Phil. (Industrial Psychology)
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The relationship between person-environment fit and job stress : a vocational interest perspective

  • Authors: Mashadza, Itseng Tlamelo
  • Date: 2019
  • Subjects: Job stress , Organizational change , Personnel management
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/414789 , uj:34997
  • Description: Abstract: The world of work has changed and continues to change and this, in turn, has changed the values, skills, and expectations of individuals. In order for individuals to survive and keep up with constantly changing trends, individuals may find themselves in jobs that are not in line with their vocational interests. Vocational interests have been investigated in the field of psychology and been used to predict various work related outcomes. One potential outcome of working in a job that does not match one’s interests is stress. The aim of this quantitative crosssectional design study was to investigate the relationship between person-environment fit from the perspective of vocational interests and work stress. More specifically, this study aimed to investigate the relationships between (a) person-environment fit and general work stress and (b) person-environment fit and eight different sources of work stress (role ambiguity, relationships, work-load, autonomy, tools and equipment, physical environment, career advancement, job security and work/home interface). The study also investigated the structural validity of Holland’s model in Botswana as a precursor to investigating the aforementioned relationships. This study used the South African Career Interest Inventory and the Sources of Work Stress Inventory. These questionnaires were administered to 210 employees from various sectors in Botswana. Person-environment fit was measured using three different congruence measures, namely (a) the Brown-Gore index, (b) Euclidean distances, and (c) profile similarity correlations. The correlation coefficients indicated that person-environment fit had a small albeit statistically significant negative relationship with general work stress. Lack of autonomy also showed a small statistically significant negative relationship with person-environment fit. The structure of Holland’s vocational/personality model was inspected using multidimensional scaling and the randomisation test of hypothesised order relations. The correct Realistic, Investigative, Artistic, Social, Enterprising, and Conventional ordering was identified within the obtained data, and satisfactory fit to a circumplex model was found. However, the location of the aforementioned interest types in this model was not in the shape of a perfect hexagon. These results hold implications for the use of Holland’s model in the work context and in Botswana. , M.Phil. (Industrial Psychology)
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The role of leadership and management on employee productivity and sustainability at Detpak Packaging South Africa

  • Authors: Siaga, Ipfi
  • Date: 2019
  • Subjects: Industrial productivity , Labor productivity , Leadership , Personnel management , Employee motivation
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/430385 , uj:37094
  • Description: Abstract: Different people use leadership and management in contrast. While some use them as synonymous terms, others consider the two to be completely distinctive words. The research purpose is to distinguish and evaluate major roles of leadership and management, the sorts of aptitude for the leader and the manager, analyze the comparison between leadership and management and identify the contribution of managers and leaders to staff of the organization. The indispensable matter as a result is organizations essential need to acknowledge whether there is a particular characteristic that individuals who give leadership and management need in the event that they are to prevail in that role. In relation, different conduct in interacting with management and leadership allows the authoritative individuals to also be rational in general. In degree to the status of the circumstances of individuals in the organizational progression, specialists and influencers are distributed to official positions. A quantitative research approach is selected to learn how the roles could adequately contribute to building a continuously enhanced organization. This research helps to comprehend how leadership and management function can be the tool needed to build an efficient organization. The population in the study comprised of the considerable 115 of employees from a company called Detpak Packaging South Africa. The study focused on staff in every one of the departments in the organization and the study is only limited to Detpak employees. This study has chosen employees to assess the role that leaders and managers of Detpak portray towards employee productivity and sustainability. The questionnaire was designed commonly; an inquiry about the subject was shadowed through by additional detailed questions, which were highly related to what previous discussions and prior observations of the kind of role that managers and leaders portray to the employees. The initial findings revealed that management and leadership are two extremely distinctive roles... , M.Tech. (Quality and Operations Management)
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Exploring the influence of line management on the employee’s wellbeing

  • Authors: Mathafena, Rose Boitumelo
  • Date: 2018
  • Subjects: Personnel management , Employees - Mental health , Leadership , Well-being , Employee motivation
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/283369 , uj:30557
  • Description: M.Phil. , Abstract: Management practices have far-reaching implications for both employee wellbeing and organisational outcomes such as job satisfaction, performance, absenteeism, employee engagement and employee turnover. Line management plays a pivotal role in the promotion of employee wellbeing. The aim of the study was to explore the influence of line management on employee wellbeing. Employee wellbeing was explored from the perspective of emotional, mental, physical and spiritual dimensions within the workplace context. Line management practices which enable, as well as undermine, employee wellbeing were comprehensively highlighted. A qualitative case study approach was adopted for the study. Semi-structured, face-to-face interviews were conducted to gather primary data. The research participants were purposely selected as per non-probability sampling guidelines. Primary data and secondary data were analysed through both content and thematic data analysis methods. The interpretive paradigm prominently facilitated the analysis and the interpretation of research findings. From the findings, four prominent themes emerged, namely i) practices enhancing wellbeing; ii) practices undermining wellbeing; iii) the impact of wellbeing-enhancing and wellbeing-undermining practices; and iv) best practices to promote wellbeing. The practical contribution of the research pertains to its proposal of guidelines and practices that can be incorporated into management training and development programmes. These programmes aim to improve people management practices in the workplace, while enhancing employee wellbeing. Lastly, the policies, strategies, skills development competencies, and the creation of a culture conducive to wellbeing in the workplace were articulated within the findings. Future research could explore the impact of line management or leadership on employee career wellbeing with regard to career progression and regression.
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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.
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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...
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An evaluation of a performance management system in identifying training and development gaps in the Sol Plaatje Local Municipality

  • Authors: Selesho, M.E.
  • Date: 2017
  • Subjects: Performance - Management , Personnel management , Employees - Training of , Sol Plaatje Local Municipality
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/262209 , uj:27670
  • Description: M.Com. (Business Management) , Abstract: For the past three decades, the performance management system has become a strategic management tool aimed at improving the South African local government sector. Although the performance management system was developed to assist decision makers to bring about important outputs related to core management activities, training and development (including the ability of employees to perform their duties) have been key aspects in defining organisational performance. In addition, authorities acknowledged the importance of investing in employees’ skills and abilities with the primary objective of enhancing performance. The identification of suitable training and development programmes is critical in achieving this objective. The purpose of this study was to establish the perceptions of managers and human resource practitioners in the application of the performance management system as a tool to identify the training requirements of employees in the Sol Plaatje Local Municipality. A qualitative approach was adopted to conduct the study and a purposeful sampling technique was used to select participants. Six employees were interviewed and an open-ended questionnaire was used to gather the data. This study established a significant gap between theoretical understanding and actual implementation of the performance management system in the municipality. This was attributed to fragmented poor planning of the performance management system, a flawed workplace skills development plan, failure to exploit available resources in providing in-house training, and failure to involve relevant stakeholders throughout the entire process. The study recommended an influential role by municipal leaders and encompassing the planning process which will translate into comprehensive implementation of the performance management system.
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Job crafting and work engagement as antecedents of person-job-fit

  • Authors: Viviers, Lizanne
  • Date: 2017
  • Subjects: Work environment , Job satisfaction , Personnel management
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/246452 , uj:25552
  • Description: M.Com. (Industrial Psychology) , Abstract: The objective of this study was to determine whether work engagement, job crafting and person-job-fit are related; also, to determine whether job crafting indirectly affects personjob- fit through work engagement. The study used a cross-sectional research design with a quantitative research approach on a South African working sample (n=150). A biographical questionnaire, the Person-job-fit (PJF), Job crafting (JCQ) and Utrecht Work Engagement (UWES-9 item) instruments were used. The R program was used to carry out the statistical analysis where structural equation modelling (SEM) was employed to assess the research constructs. Moreover, regression analysis was applied in order to investigate the mediating role of work engagement. The findings suggest that a relationship exists between the main constructs of the study. The results also confirmed that work engagement mediated the relationship between job crafting and person-job-fit. This study contributes to the literature by emphasising the importance of using job crafting and work engagement to predict personjob- fit in the South African context. The implication of the study is that job crafting can be used as an effective intervention to increase work engagement, thus improving the perception of person-job-fit among employees.
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The role of labour brokers in atypical employment relationship

  • Authors: Marule, Thabang Eniel
  • Date: 2017
  • Subjects: Industrial relations , Personnel management , Temporary employees
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/246245 , uj:25523
  • Description: Ph.D. , Abstract: Aim: The aim of the study is to explore and describe the views and work experiences of temporary employee services (TES) employees situated in settings in four economic sectors; with the aim of understanding what TES means to a vulnerable segment of employees. Key objectives included  Developing an apt qualitative research approach to capture and unravel the experiences of TES employees working in settings in four sectors of the South African economy.  Studying the work of prominent scholars in relevant study field and extrapolate theoretical constructs by means of which the experiences and perceptions of TES employment contracting may be understood.  Developing a substantial theory of TES. Methodology: A multiple case study was selected, driven by qualitative approach. Grounded theory was used as data analysis method for cases involved as sources of data. Participant observation and interviews were used as techniques for data collection. In line with the grounded theory tradition, literature was applied during and after data collection; to shape the direction of further sampling strategy and analysis. Key findings: Four key themes emerged namely the push factors, service conditions, the preferred future of TES phenomenon and the coping mechanisms of TES employees. The outcome of the study suggested that policy makers and business entities should introduce baseline protective measures including bridging the gap in conditions of service between permanent full-time employees and employees contracted through alternative work arrangements. Implications: For employees, role of TES is to offer stop-gap employment contracts to job seekers as cost-saving measure by client firms looking for workers to perform tasks of seasonal and time-bound nature and, in some instances, to help the workers to transition from temporary to permanent jobs. Regarding employment relations and business ethical considerations; the findings pointed to the need for role players (government, business and organised labour) to ensure compliance to ethical principles of both human resources and industrial relations (HRIR) nature. Regarding human resources procurement and stakeholder management practices, an...
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The relationship between employment brand perceptions and employer and employee brand perceptions : an exploratory case study

  • Authors: Spence, Sarah Audrey
  • Date: 2016
  • Subjects: Branding (Marketing) , Personnel management , Organizational effectiveness , Employment - Attitudes
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/235273 , uj:24071
  • Description: M.A. , Abstract: The purpose of this study was to present a valid, theoretical framework to describe and understand the relationship between the brand concepts employment, employer and employee brand and other branding concepts such as corporate brand and reputation, in order to reveal the brand value of these concepts for the organisation. A review of available literature pointed to a lack of clarity in the distinction and understanding of the relationship between employment brand and its’ components – employer and employee brands. This lack of clarity and distinction extended to related branding concepts namely corporate brand and corporate reputation. No theoretical framework had been developed in the literature which had the ability to depict and describe the relationships between employment, employer and employee brand within an organisational context. It was surmised that such a theoretical framework would have the potential to reveal the interdependent relationships which influence employment, employer and employee brand. It could also reveal the subsequent relationship of these branding concepts within, and in relation to the brand value of these concepts for an organisation. The formulation of a sound, valid theoretical framework was achieved through a multi-step research approach which included an extensive literature review and a case study analysis of an organisation in the financial services industry. The dimensions of the systems based theoretical framework constructed from the literature review were measured quantitatively by means of a survey to determine internal validity and reliability, and then qualitatively, by means of semi-structured interviews to ensure trustworthiness of the results. The quantitative and qualitative results revealed that the majority of the theoretical framework dimensions were valid and that the theoretical framework was sound. The objective of depicting, describing and defining the relationships between employment, employer and employee brand and related brand...
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The role of principals in addressing the underperformance of teachers

  • Authors: Osler, Charlotte
  • Date: 2016
  • Subjects: Teacher effectiveness , Teachers - Evaluation , School principals , Personnel management
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/246327 , uj:25533
  • Description: M.Phil. , Abstract: This study explores the work life and experiences of school principals and their role in the teacher performance. The South African educational system has a dismal grading on global comparisons as well as local assessments. Teacher effectiveness seems to play a pivotal role and teacher performance is under scrutiny. It is not clear what leads to teacher underperformance, or what needs to be done to remedy the problem. An interpretive qualitative enquiry was done on the role of the principal in quality education. A purposive sample of 9 principals and 2 cluster leaders were selected. Semi-structured interviews were done in the school environment setting. The collected data was transcribed and analysed by means of thematic qualitative analysis. Field notes were used throughout the study to assist in the process of identifying the interviewer‟s own experiences, biases and assumptions. The findings lead to two conditional matrices. These matrices indicate (i) contributions to teacher underperformance; and (ii) solutions to teacher underperformance. Contributions to underperformance were identified as: poor teacher performance, unprofessional teacher conduct, problematic learners‟ profile, problematic teachers‟ profile, corporal punishment, negative effect of performance and lack of assessment. Solutions to remedy the underperformance of teachers are stipulated as: implementation of performance management, a presence of the principal, different forms of intervention and characteristics of an ideal principal. This study contributes to our understanding of the daily challenges principals face and proposed solutions. Future research should explore the feasibility of instituting a formal system to address underperformance of teachers.
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The assessment of human resources utilization

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 ...
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Die bestuur van groepe in 'n prestasiegedrewe werksomgewing

  • Authors: Olivier, Fourina Frederika
  • Date: 2015-09-28
  • Subjects: Industrial management , Personnel management
  • Type: Thesis
  • Identifier: uj:14197 , http://hdl.handle.net/10210/14640
  • Description: M.Com. (Business Management) , Today's organizations are operating in a continually changing business environment. To be a growing and profitable business, it is important that management have a vision of where and how they want to direct the company to the desired future business outcome. Management must be in touch with both the internal and external factors that may influence the outcome of the changing environment ...
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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...
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Turning the tide" a new wave of HR: devolving HR capabilities to line managers

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