The relationship between manager credibility, strategic alignment, and employee motivation
- Authors: Lees, Daisy
- Date: 2020
- Subjects: Organizational change , Leadership , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/474708 , uj:42797
- Description: Abstract: In today’s competitive business environment organisations continuously seek opportunities to increase their competitiveness through the human capital they employ. A sound understanding of factors that influence organisational success could enable organisations to be proactive in implementing action plans that improve their competitive position and sustainability. This study sought to examine the relationship between manager credibility, strategic alignment, and motivation. The role of strategic alignment as a mediator between manager credibility and motivation was also explored. A quantitative research approach was undertaken, using secondary data obtained from a consultancy firm operating in the field of organisational development. The research instruments comprised of three questionnaires. The sample population consisted of 3,112 respondents who answered all the questions on the research instruments. The psychometric properties of the instruments were tested. Exploratory factor analysis was conducted on the instruments. The results of the study indicate that there was a positive relationship between all the variables. The three variables (manager credibility, strategic alignment, and motivation) were found to be significantly positively correlated... , M.Phil. (Leadership in Performance and Change)
- Full Text:
- Authors: Lees, Daisy
- Date: 2020
- Subjects: Organizational change , Leadership , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/474708 , uj:42797
- Description: Abstract: In today’s competitive business environment organisations continuously seek opportunities to increase their competitiveness through the human capital they employ. A sound understanding of factors that influence organisational success could enable organisations to be proactive in implementing action plans that improve their competitive position and sustainability. This study sought to examine the relationship between manager credibility, strategic alignment, and motivation. The role of strategic alignment as a mediator between manager credibility and motivation was also explored. A quantitative research approach was undertaken, using secondary data obtained from a consultancy firm operating in the field of organisational development. The research instruments comprised of three questionnaires. The sample population consisted of 3,112 respondents who answered all the questions on the research instruments. The psychometric properties of the instruments were tested. Exploratory factor analysis was conducted on the instruments. The results of the study indicate that there was a positive relationship between all the variables. The three variables (manager credibility, strategic alignment, and motivation) were found to be significantly positively correlated... , M.Phil. (Leadership in Performance and Change)
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The relationship between servant leadership style and employee engagement
- Authors: Gubuza, Vusumuzi Ben
- Date: 2020
- Subjects: Servant leadership , Management - Employee participation , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451388 , uj:39771
- Description: Abstract: Followers are likely to model leader behaviours when leaders are perceived to possess desirable qualities. The role modelling process through social learning theory has elaborated on the impact of servant leadership on followers’ performance by fostering positive team environments characterised by a service climate. Employees engage with ease in their work if they are aware of the strategic priorities of their organisation and how their work is aligned to the vision and goals of an organisation. The research question of this study aimed to investigate if there is a predictive relationship between servant leadership and an employee’s work engagement. A quantitative, cross-sectional survey research approach was adopted. The self-administered questionnaire consisted of three sections, namely: Biographical, The Utrecht Work Engagement scale (UWES), and the Liden, Wayne, Zhao and Henderson (2008) servant leadership scale for collection data. A total of N = 134 responses was used. Descriptive statistics mean standard deviations, skewness, kurtosis and Cronbach alpha confidents were calculated. Structural equation modelling was used with the help of Mplus to test the original theoretical factorial structure of UWES and the servant leadership scales with the empirical data... , M.Phil. (Leadership Coaching)
- Full Text:
- Authors: Gubuza, Vusumuzi Ben
- Date: 2020
- Subjects: Servant leadership , Management - Employee participation , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451388 , uj:39771
- Description: Abstract: Followers are likely to model leader behaviours when leaders are perceived to possess desirable qualities. The role modelling process through social learning theory has elaborated on the impact of servant leadership on followers’ performance by fostering positive team environments characterised by a service climate. Employees engage with ease in their work if they are aware of the strategic priorities of their organisation and how their work is aligned to the vision and goals of an organisation. The research question of this study aimed to investigate if there is a predictive relationship between servant leadership and an employee’s work engagement. A quantitative, cross-sectional survey research approach was adopted. The self-administered questionnaire consisted of three sections, namely: Biographical, The Utrecht Work Engagement scale (UWES), and the Liden, Wayne, Zhao and Henderson (2008) servant leadership scale for collection data. A total of N = 134 responses was used. Descriptive statistics mean standard deviations, skewness, kurtosis and Cronbach alpha confidents were calculated. Structural equation modelling was used with the help of Mplus to test the original theoretical factorial structure of UWES and the servant leadership scales with the empirical data... , M.Phil. (Leadership Coaching)
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Effects of managers’ goal setting styles on subordinates’ degrees of commitment
- Authors: Van Lill, Xander
- Date: 2019
- Subjects: Goal setting in personnel management , Strategic planning , Employee motivation
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/291980 , uj:31722
- Description: Abstract: Background: Given the centrality of goal setting to managerial roles, it is surprising that limited attention has been paid to the impact of managers’ goal setting styles on subordinates’ goal reactions. This, in part, could be attributed to the absence of a coherent theoretical account of managers’ goal setting styles. A limited understanding and contradictory views surrounding subordinates’ goal reactions might also have restricted the number of studies on the interpersonal exchanges between managers and subordinates when setting goals. Considering the limited research, it is not surprising that predictive models of hierarchical goal setting are restricted to a few direct effects. Models that uncover the psychological processes underlying the serial formation of subordinates’ goal reactions to managers’ goal setting styles could, however, provide a more eloquent representation of hierarchical goal setting. Other interpersonal factors and individual characteristics, such as supervisor-focussed justice and the dimensions of the Five-factor Model of Personality (also referred to as the Big Five personality traits) could also have bearing on the ways in which subordinates make sense of managers’ goal setting styles, and might have implications for the ways in which subordinates react to goals. Research objectives: In order to address the shortcomings with respect to managers’ goal setting behaviours, Objective 1 was to investigate whether eight styles could be differentiated and arranged around the circumference of a circle (also known as a circumplex model). The eight factors differentiated included the reasonable, deliberative, considerate, complaisant, distorted, hostile, disregardful, and directive styles. Objective 2 was to address the theoretical paucity regarding goal reactions by establishing the extent to which four higher-order factors (each consisting of a cognitive, affective, volitional, and behavioural intentional facet) could be differentiated and presented in a typology. Goal reactions were conceived to consist of goal commitment, compliance, withdrawal, and resistance. Based on the premise that more coherent and differentiated models of styles and reactions could be developed, Objective 3 of the study was to investigate the serial indirect effects of goal setting styles on goal reactions, thereby uncovering the cognitive motivational mechanisms underlying hierarchical goal setting. Supervisor-focussed justice was further included as a variable in the serial mediational models to address Objective 4, which was to investigate the fairness criteria that subordinates employ when making sense of managers’ goal setting styles. Finally, Objective 5 was to determine the moderating effects of personality traits on the... , Ph.D. (Industrial Psychology)
- Full Text:
- Authors: Van Lill, Xander
- Date: 2019
- Subjects: Goal setting in personnel management , Strategic planning , Employee motivation
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/291980 , uj:31722
- Description: Abstract: Background: Given the centrality of goal setting to managerial roles, it is surprising that limited attention has been paid to the impact of managers’ goal setting styles on subordinates’ goal reactions. This, in part, could be attributed to the absence of a coherent theoretical account of managers’ goal setting styles. A limited understanding and contradictory views surrounding subordinates’ goal reactions might also have restricted the number of studies on the interpersonal exchanges between managers and subordinates when setting goals. Considering the limited research, it is not surprising that predictive models of hierarchical goal setting are restricted to a few direct effects. Models that uncover the psychological processes underlying the serial formation of subordinates’ goal reactions to managers’ goal setting styles could, however, provide a more eloquent representation of hierarchical goal setting. Other interpersonal factors and individual characteristics, such as supervisor-focussed justice and the dimensions of the Five-factor Model of Personality (also referred to as the Big Five personality traits) could also have bearing on the ways in which subordinates make sense of managers’ goal setting styles, and might have implications for the ways in which subordinates react to goals. Research objectives: In order to address the shortcomings with respect to managers’ goal setting behaviours, Objective 1 was to investigate whether eight styles could be differentiated and arranged around the circumference of a circle (also known as a circumplex model). The eight factors differentiated included the reasonable, deliberative, considerate, complaisant, distorted, hostile, disregardful, and directive styles. Objective 2 was to address the theoretical paucity regarding goal reactions by establishing the extent to which four higher-order factors (each consisting of a cognitive, affective, volitional, and behavioural intentional facet) could be differentiated and presented in a typology. Goal reactions were conceived to consist of goal commitment, compliance, withdrawal, and resistance. Based on the premise that more coherent and differentiated models of styles and reactions could be developed, Objective 3 of the study was to investigate the serial indirect effects of goal setting styles on goal reactions, thereby uncovering the cognitive motivational mechanisms underlying hierarchical goal setting. Supervisor-focussed justice was further included as a variable in the serial mediational models to address Objective 4, which was to investigate the fairness criteria that subordinates employ when making sense of managers’ goal setting styles. Finally, Objective 5 was to determine the moderating effects of personality traits on the... , Ph.D. (Industrial Psychology)
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Manager credibility and its relationship with intra- team effectiveness and motivation
- Mahlare, Dineo Christinah Mmaleso
- Authors: Mahlare, Dineo Christinah Mmaleso
- Date: 2019
- Subjects: Leadership , Teams in the workplace - Management , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/425802 , uj:36469
- Description: Abstract: Manager credibility is considered a leadership fundamental and a distinguishing characteristic of good leaders and managers. Managing inspired and effective teams in today’s dynamic and complex world of work where team-based structures are prevalent, presents new challenges for managers. The increasingly team-based workplace demands that managers connect and motivate individuals working together in a group, to commit towards a common purpose and team effort. Within this context, motivating a team becomes more intricate than motivating an individual. Authors have linked a manager’s credibility to a manager’s success and resultant organisational effectiveness, making it a fundamental managerial attribute. An investigation of manager credibility in relation to intra-team effectiveness and motivation is invaluable in understanding the extent to which an interplay of the constructs can foster inspirational and productive work environments... , M.Com. (Leadership in Performance and Change)
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- Authors: Mahlare, Dineo Christinah Mmaleso
- Date: 2019
- Subjects: Leadership , Teams in the workplace - Management , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/425802 , uj:36469
- Description: Abstract: Manager credibility is considered a leadership fundamental and a distinguishing characteristic of good leaders and managers. Managing inspired and effective teams in today’s dynamic and complex world of work where team-based structures are prevalent, presents new challenges for managers. The increasingly team-based workplace demands that managers connect and motivate individuals working together in a group, to commit towards a common purpose and team effort. Within this context, motivating a team becomes more intricate than motivating an individual. Authors have linked a manager’s credibility to a manager’s success and resultant organisational effectiveness, making it a fundamental managerial attribute. An investigation of manager credibility in relation to intra-team effectiveness and motivation is invaluable in understanding the extent to which an interplay of the constructs can foster inspirational and productive work environments... , M.Com. (Leadership in Performance and Change)
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The relationship between perceived organizational support for strength use and the imposter phenomenon
- Authors: Bila, Khongelani Antonnet
- Date: 2019
- Subjects: Industrial relations , Employee motivation , Work - Psychological aspects , Identity (Psychology) , Organizational sociology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448602 , uj:39363
- Description: Abstract: Previous initiatives to increase employee well-being and performance were limited to training and coaching. Recent studies have sought to examine the benefits of taking a strength-based approach to employee well-being and performance. Employees who perceive their organisation to be in support of their strengths often feel more committed toward the organisation itself (organisational identity) and the work roles they hold within the organisation (work identity). When this is not the case, employees may begin to experience feelings of fraudulence or inadequacy in their role (imposter phenomenon). This study aimed to investigate the mediating effects of organisational identity and work identity on perceived organisational support for strength use (POSSU) and the imposter phenomenon, using tenure as a moderator for middle career stage and late career stage employees. The study sample (n = 284) completed the Strength Use and Deficit Correction (SUDCO) questionnaire, Organisational Identification questionnaire, the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), and the Clance Imposter Phenomenon Scale (CIPS). This study was quantitative in nature and the Multivariate Analysis of Variance (MANOVA) showed that there were differences between groups, though these differences were minor. The path analysis indicated that organisational identity and work identity fully mediate the relationship between POSSU and the imposter phenomenon... , M.Com. (Industrial Psychology)
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- Authors: Bila, Khongelani Antonnet
- Date: 2019
- Subjects: Industrial relations , Employee motivation , Work - Psychological aspects , Identity (Psychology) , Organizational sociology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448602 , uj:39363
- Description: Abstract: Previous initiatives to increase employee well-being and performance were limited to training and coaching. Recent studies have sought to examine the benefits of taking a strength-based approach to employee well-being and performance. Employees who perceive their organisation to be in support of their strengths often feel more committed toward the organisation itself (organisational identity) and the work roles they hold within the organisation (work identity). When this is not the case, employees may begin to experience feelings of fraudulence or inadequacy in their role (imposter phenomenon). This study aimed to investigate the mediating effects of organisational identity and work identity on perceived organisational support for strength use (POSSU) and the imposter phenomenon, using tenure as a moderator for middle career stage and late career stage employees. The study sample (n = 284) completed the Strength Use and Deficit Correction (SUDCO) questionnaire, Organisational Identification questionnaire, the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), and the Clance Imposter Phenomenon Scale (CIPS). This study was quantitative in nature and the Multivariate Analysis of Variance (MANOVA) showed that there were differences between groups, though these differences were minor. The path analysis indicated that organisational identity and work identity fully mediate the relationship between POSSU and the imposter phenomenon... , M.Com. (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)
- Full Text:
- 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.
- Full Text:
- 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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The impact of employee motivation on productivity at a water treatment and supply’s laboratory in Johannesburg, South Africa
- Mukwakungu, Sambil, Mpharoane, Jwalane Elizabeth, Mbohwa, Charles
- Authors: Mukwakungu, Sambil , Mpharoane, Jwalane Elizabeth , Mbohwa, Charles
- Date: 2018
- Subjects: Employee motivation , Productivity
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/273798 , uj:29178 , Citation: Mukwakungu, S., Mpharoane, J.E. & Mbohwa, C. 2018. The impact of employee motivation on productivity at a water treatment and supply’s laboratory in Johannesburg, South Africa.
- Description: Abstract: The aim of this research is to identify factors promoting motivation and to ultimately improve productivity levels in the laboratories of a water treatment and supply company in Johannesburg, South Africa. A review of the literature spanning for a period of 10 years was performed to determine the causes of motivation and demotivation from well-known theories. Two theories, closely investigated in the laboratory, were the McGregor Y Theory, Maslow Hierarchy. The researchers attempted to investigate what causes chemistry staff to be demotivated and perform poorly in the laboratory although there was an on-going continuous improvement drive based on lean thinking. This was achieved through a quantitative study by interpreting the data gathered during survey questioning with the laboratory staff. The sample chosen was based on a quota sampling selection. Results obtained from the analysis of data gathered through the questionnaires provide a clear indication of where the company’s drive for continuous improvement is and where it should be. The research was successful in showing the influence of motivational factors on productivity in the laboratory and recognizing any techniques to improve motivation amongst chemistry staff.
- Full Text:
- Authors: Mukwakungu, Sambil , Mpharoane, Jwalane Elizabeth , Mbohwa, Charles
- Date: 2018
- Subjects: Employee motivation , Productivity
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/273798 , uj:29178 , Citation: Mukwakungu, S., Mpharoane, J.E. & Mbohwa, C. 2018. The impact of employee motivation on productivity at a water treatment and supply’s laboratory in Johannesburg, South Africa.
- Description: Abstract: The aim of this research is to identify factors promoting motivation and to ultimately improve productivity levels in the laboratories of a water treatment and supply company in Johannesburg, South Africa. A review of the literature spanning for a period of 10 years was performed to determine the causes of motivation and demotivation from well-known theories. Two theories, closely investigated in the laboratory, were the McGregor Y Theory, Maslow Hierarchy. The researchers attempted to investigate what causes chemistry staff to be demotivated and perform poorly in the laboratory although there was an on-going continuous improvement drive based on lean thinking. This was achieved through a quantitative study by interpreting the data gathered during survey questioning with the laboratory staff. The sample chosen was based on a quota sampling selection. Results obtained from the analysis of data gathered through the questionnaires provide a clear indication of where the company’s drive for continuous improvement is and where it should be. The research was successful in showing the influence of motivational factors on productivity in the laboratory and recognizing any techniques to improve motivation amongst chemistry staff.
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An evaluation of the relationship between human capital investment and motivation as antecedents of mine workers’ operations performance at a South African platinum mine
- Authors: Makhubedu, Lucky Boy Tebogo
- Date: 2017
- Subjects: Mineral industries - Employees - Training , Mineral industries - Labor productivity - South Africa , Unskilled labor - South Africa , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/363923 , http://hdl.handle.net/10210/262573 , uj:27722
- Description: M.Tech. , Abstract: Please refer to full text to view abstract
- Full Text:
- Authors: Makhubedu, Lucky Boy Tebogo
- Date: 2017
- Subjects: Mineral industries - Employees - Training , Mineral industries - Labor productivity - South Africa , Unskilled labor - South Africa , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/363923 , http://hdl.handle.net/10210/262573 , uj:27722
- Description: M.Tech. , Abstract: Please refer to full text to view abstract
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The impact of standard work for leaders in reducing unused employee creativity in lean implementation
- Authors: Mogaramedi, Michael L.
- Date: 2017
- Subjects: Continuous improvement process , Transformational leadership , Enterprise resource planning , Employee motivation , Just-in-time systems
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/243045 , uj:25085
- Description: Abstract: For many years, organisations have studied lean production, and implemented certain aspects of lean in their organisations in efforts to continuously improve. However, lean implementation efforts have neither been successful nor sustainable. This has been primarily attributed to leadership. Furthermore, traditional organisations have not been pursuing the elimination of the eighth lean waste, which is the waste of unused employee creativity. The purpose of this study is to investigate the impact of standard work for leaders in reducing the waste of unused employee creativity during lean implementation. Lean production is not only dependent on the lean tools and techniques, but also on the human elements of lean. These include both the leadership aspects and the employees. Therefore, successful lean implementation is partly dependent on the leadership of the organisations and human creativity embedded in the employees of the organisation. However, the leadership routines and practices that are required for lean are not always defined in various organisations. Furthermore, the extent to which these leadership routines and practices (referred to as standard work for leaders) affect the human creativity of the employees has not been sufficiently explored in literature. Based on the results of the data collected from the case study conducted in an auto manufacturing company, it was determined that whenever employees have been trained in lean, and standard work for leaders has been comprehensively implemented, then the ideas suggested by the workers increased, whereas whenever the employees were not trained in lean, and standard work for leaders has not been implemented comprehensively, the suggested ideas were less. Therefore, it was concluded that standard work for leaders when comprehensively implemented can reduce the waste of unused employee creativity. This research contributes to the current know how within the lean production framework. Organisations that are interested in implementing lean, as well as scholars who are studying lean can benefit from this study. Furthermore, a lean implementation model has been recommended, although it has not been validated. , M.Phil. (Engineering Management)
- Full Text:
- Authors: Mogaramedi, Michael L.
- Date: 2017
- Subjects: Continuous improvement process , Transformational leadership , Enterprise resource planning , Employee motivation , Just-in-time systems
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/243045 , uj:25085
- Description: Abstract: For many years, organisations have studied lean production, and implemented certain aspects of lean in their organisations in efforts to continuously improve. However, lean implementation efforts have neither been successful nor sustainable. This has been primarily attributed to leadership. Furthermore, traditional organisations have not been pursuing the elimination of the eighth lean waste, which is the waste of unused employee creativity. The purpose of this study is to investigate the impact of standard work for leaders in reducing the waste of unused employee creativity during lean implementation. Lean production is not only dependent on the lean tools and techniques, but also on the human elements of lean. These include both the leadership aspects and the employees. Therefore, successful lean implementation is partly dependent on the leadership of the organisations and human creativity embedded in the employees of the organisation. However, the leadership routines and practices that are required for lean are not always defined in various organisations. Furthermore, the extent to which these leadership routines and practices (referred to as standard work for leaders) affect the human creativity of the employees has not been sufficiently explored in literature. Based on the results of the data collected from the case study conducted in an auto manufacturing company, it was determined that whenever employees have been trained in lean, and standard work for leaders has been comprehensively implemented, then the ideas suggested by the workers increased, whereas whenever the employees were not trained in lean, and standard work for leaders has not been implemented comprehensively, the suggested ideas were less. Therefore, it was concluded that standard work for leaders when comprehensively implemented can reduce the waste of unused employee creativity. This research contributes to the current know how within the lean production framework. Organisations that are interested in implementing lean, as well as scholars who are studying lean can benefit from this study. Furthermore, a lean implementation model has been recommended, although it has not been validated. , M.Phil. (Engineering Management)
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A comparative study of leadership, strategic direction and reward on employment perfomance
- Authors: Gopal, D. M. S
- Date: 2016
- Subjects: Leadership , Performance - Evaluation , Performance - Management , Employee motivation , Employees - Rating of , Compensation management , Incentives in industry , Incentive awards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/82434 , uj:18957
- Description: Abstraction: The consensus from leadership is that for a business to perform there is a need for quality employees. Besides being capable of doing their job well, employees also have to be flexible and capable of adapting to a constantly changing and evolving competitive environment. One of the key tasks of leadership is performance management and this involves many roles which include leading by example, being a compelling and effective communicator as well as being able to partner up and collaborate as stated by Blunt and Jones (1992). The need for staff to perform at their peak consistently is no longer negotiable and the need to retain exceptional performing staff in the financial services sector is of utmost importance (Arnold & Boshoff, 2000). Financial rewards, both variable and fixed, Short Term Incentive Plans (STIP’s) and Long Term Incentive Plans (LTIP’s) are reward schemes used by leadership in the financial services sector with the assumption that it is beneficial to employers (PricewaterhouseCoopers, 2012). This research studied the relationship between employee performance, immediate leadership; strategic direction and reward. The research approach was quantitative in nature using secondary raw data. Statistically analysis was performed using descriptive statistics, Confirmatory factor... , M.Phil.
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- Authors: Gopal, D. M. S
- Date: 2016
- Subjects: Leadership , Performance - Evaluation , Performance - Management , Employee motivation , Employees - Rating of , Compensation management , Incentives in industry , Incentive awards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/82434 , uj:18957
- Description: Abstraction: The consensus from leadership is that for a business to perform there is a need for quality employees. Besides being capable of doing their job well, employees also have to be flexible and capable of adapting to a constantly changing and evolving competitive environment. One of the key tasks of leadership is performance management and this involves many roles which include leading by example, being a compelling and effective communicator as well as being able to partner up and collaborate as stated by Blunt and Jones (1992). The need for staff to perform at their peak consistently is no longer negotiable and the need to retain exceptional performing staff in the financial services sector is of utmost importance (Arnold & Boshoff, 2000). Financial rewards, both variable and fixed, Short Term Incentive Plans (STIP’s) and Long Term Incentive Plans (LTIP’s) are reward schemes used by leadership in the financial services sector with the assumption that it is beneficial to employers (PricewaterhouseCoopers, 2012). This research studied the relationship between employee performance, immediate leadership; strategic direction and reward. The research approach was quantitative in nature using secondary raw data. Statistically analysis was performed using descriptive statistics, Confirmatory factor... , M.Phil.
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The impact of rewards on motivation of staff at a medical services organisation
- Authors: Callakoppen, Lee Ricardoe
- Date: 2016
- Subjects: Employee motivation , Incentives in industry , Medical care , Employee retention
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/390700 , http://hdl.handle.net/10210/124483 , uj:20922
- Description: Abstract: Orientation: Healthcare workers fulfil a critical role in the achievement of economic and social growth. Excessive cost in the private healthcare sector and the importance to increase capacity and retain human resources, have drawn the attention of many stakeholders in South Africa in recent times. Motivational theorists have shown that total rewards are vital when considering how organisations and economies need to sustain employee’s motivational levels to retain healthcare workers and the associated skill. Study / research purpose: The primary objective of the study was to establish whether or not reward serves as motivator for employees in a medical services organisation. Secondly the study was aimed to establish if educational and occupation levels impact the level of motivation of employees. The secondary objectives were to establish whether demographic variables among other variables such as race, age and job families have an impact on employee’s motivation levels. Motivation for the study: An understanding from the opinions gathered from the research would enrich the knowledge of managers and organisations when developing total reward models, policies and practices in medical services organisation within the South African context. Research methodology: An electronic questionnaire was distributed to 3000 employees in medical services organisation via an electronic survey tool. The input from 732 questionnaire respondents was used in the data analyses, to arrive at the main findings. Key / main findings: Through data analysis the results illustrated that employees from the medical services organisation would be motivated by payment (monetary rewards), benefits and promotional opportunities. The results also found that educational levels and profession (clinical versus non-clinical) does not influence the reward preferences and thus the level of motivation of employees. However the results presented significant variances for some of the demographic variables among other variables, specifically for ethnicity / race and gender. Practical implications: The organisation can formulate reward policies and practices more effectively and achieve efficiencies, according to these findings by... , M.Phil. (Human Resource Management)
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- Authors: Callakoppen, Lee Ricardoe
- Date: 2016
- Subjects: Employee motivation , Incentives in industry , Medical care , Employee retention
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/390700 , http://hdl.handle.net/10210/124483 , uj:20922
- Description: Abstract: Orientation: Healthcare workers fulfil a critical role in the achievement of economic and social growth. Excessive cost in the private healthcare sector and the importance to increase capacity and retain human resources, have drawn the attention of many stakeholders in South Africa in recent times. Motivational theorists have shown that total rewards are vital when considering how organisations and economies need to sustain employee’s motivational levels to retain healthcare workers and the associated skill. Study / research purpose: The primary objective of the study was to establish whether or not reward serves as motivator for employees in a medical services organisation. Secondly the study was aimed to establish if educational and occupation levels impact the level of motivation of employees. The secondary objectives were to establish whether demographic variables among other variables such as race, age and job families have an impact on employee’s motivation levels. Motivation for the study: An understanding from the opinions gathered from the research would enrich the knowledge of managers and organisations when developing total reward models, policies and practices in medical services organisation within the South African context. Research methodology: An electronic questionnaire was distributed to 3000 employees in medical services organisation via an electronic survey tool. The input from 732 questionnaire respondents was used in the data analyses, to arrive at the main findings. Key / main findings: Through data analysis the results illustrated that employees from the medical services organisation would be motivated by payment (monetary rewards), benefits and promotional opportunities. The results also found that educational levels and profession (clinical versus non-clinical) does not influence the reward preferences and thus the level of motivation of employees. However the results presented significant variances for some of the demographic variables among other variables, specifically for ethnicity / race and gender. Practical implications: The organisation can formulate reward policies and practices more effectively and achieve efficiencies, according to these findings by... , M.Phil. (Human Resource Management)
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The influence of organisational rewards on workplace trust and work engagement
- Authors: Victor, Janine Ashleigh
- Date: 2016
- Subjects: Psychology, Industrial , Employee motivation , Incentives in industry
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124673 , uj:20944
- Description: Abstract: In today’s volatile and competitive business environments, organisations are faced with heightening challenges to retain their most talented employees. As indicative of high turnover rates and poor economic conditions, employees are increasingly leaving their positions for a number of reasons; one of them being a perceived lack of adequate reward practices. As a result, an increasing number of workers have experienced declining levels of confidence in the employee-employer relationship which has furthermore had an impact on employee engagement. As significant behavioural-related concepts, this study sought to explore if rewards influence trust and engagement in the workplace for the purpose of improving current talent management and retention practices. The overall purpose of this study was to determine whether there is a relationship between the three constructs and whether rewards are able to predict trust and engagement within the employment context. Scales from the Job Satisfaction Survey (JSS), Intrinsic Motivation Inventory (IMI), Psychological Meaningfulness Scale (PMS), Basic Psychological Needs at Work Scale (BPNWS), Workplace Trust Survey (WTS) and Utrecht Work Engagement Scale (UWES) were administered to a sample of employees (N = 251) in various South African sectors and industries within the Gauteng region. The results indicated that there is a moderate to strong positive relationship between the three constructs and that rewards are able to predict trust and engagement. These findings are significant in that they provide insight into the relationship between rewards, trust and engagement which can be used to inform behavioural practitioners about how to improve on talent management and retention strategies in the workplace. , M.Com. (Industrial Psychology)
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- Authors: Victor, Janine Ashleigh
- Date: 2016
- Subjects: Psychology, Industrial , Employee motivation , Incentives in industry
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124673 , uj:20944
- Description: Abstract: In today’s volatile and competitive business environments, organisations are faced with heightening challenges to retain their most talented employees. As indicative of high turnover rates and poor economic conditions, employees are increasingly leaving their positions for a number of reasons; one of them being a perceived lack of adequate reward practices. As a result, an increasing number of workers have experienced declining levels of confidence in the employee-employer relationship which has furthermore had an impact on employee engagement. As significant behavioural-related concepts, this study sought to explore if rewards influence trust and engagement in the workplace for the purpose of improving current talent management and retention practices. The overall purpose of this study was to determine whether there is a relationship between the three constructs and whether rewards are able to predict trust and engagement within the employment context. Scales from the Job Satisfaction Survey (JSS), Intrinsic Motivation Inventory (IMI), Psychological Meaningfulness Scale (PMS), Basic Psychological Needs at Work Scale (BPNWS), Workplace Trust Survey (WTS) and Utrecht Work Engagement Scale (UWES) were administered to a sample of employees (N = 251) in various South African sectors and industries within the Gauteng region. The results indicated that there is a moderate to strong positive relationship between the three constructs and that rewards are able to predict trust and engagement. These findings are significant in that they provide insight into the relationship between rewards, trust and engagement which can be used to inform behavioural practitioners about how to improve on talent management and retention strategies in the workplace. , M.Com. (Industrial Psychology)
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Motivation of scientists in a knowledge organisation focusing on rewards
- Authors: Padayachy, Aneshri
- Date: 2015-08-18
- Subjects: Employee motivation , Knowledge management , Incentives in industry
- Type: Thesis
- Identifier: uj:13905 , http://hdl.handle.net/10210/14253
- Description: M.B.A. , The aim of this research study was to understand the needs of knowledge workers and to determine if the current reward system is appropriate to promote the objectives of a knowledge intensive organisation. The objectives of this study were to identify factors that motivate and satisfy knowledge workers, to determine if monetary or non monetary reward is of, greater value, to establish the benefits and shortcomings of the existing reward system in the organisation and to recommend changes to the reward system within a knowledge organisation.
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- Authors: Padayachy, Aneshri
- Date: 2015-08-18
- Subjects: Employee motivation , Knowledge management , Incentives in industry
- Type: Thesis
- Identifier: uj:13905 , http://hdl.handle.net/10210/14253
- Description: M.B.A. , The aim of this research study was to understand the needs of knowledge workers and to determine if the current reward system is appropriate to promote the objectives of a knowledge intensive organisation. The objectives of this study were to identify factors that motivate and satisfy knowledge workers, to determine if monetary or non monetary reward is of, greater value, to establish the benefits and shortcomings of the existing reward system in the organisation and to recommend changes to the reward system within a knowledge organisation.
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Kwaliteit in die werkplek
- Griessel, Johannes Lodewikus
- Authors: Griessel, Johannes Lodewikus
- Date: 2015-03-18
- Subjects: Quality of work life , Labor productivity , Employee motivation , Industrial sociology
- Type: Thesis
- Identifier: uj:13463 , http://hdl.handle.net/10210/13499
- Description: M.Com. (Business Management) , The question of quality in the workplace is considered within a framework where structural and process variables, leadership, personal filters and behavioural patterns are addressed. Viewpoints regarding quality of work by Rosow, Piskurich, Bennet, Fulmer, Callahan and Drucker, amongst others, were examined. Problems associated with the feasibility of measuring quality is briefly analysed in the light of viewpoints of writers such as Tuttle and Romanowski...
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- Authors: Griessel, Johannes Lodewikus
- Date: 2015-03-18
- Subjects: Quality of work life , Labor productivity , Employee motivation , Industrial sociology
- Type: Thesis
- Identifier: uj:13463 , http://hdl.handle.net/10210/13499
- Description: M.Com. (Business Management) , The question of quality in the workplace is considered within a framework where structural and process variables, leadership, personal filters and behavioural patterns are addressed. Viewpoints regarding quality of work by Rosow, Piskurich, Bennet, Fulmer, Callahan and Drucker, amongst others, were examined. Problems associated with the feasibility of measuring quality is briefly analysed in the light of viewpoints of writers such as Tuttle and Romanowski...
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Die impak van dienskwaliteit, kliënteretensie en werknemersretensie op die markaandeel en winsgewendheid van 'n finansiële instelling
- Seaman, Christiaan Hendrik Jakobus
- Authors: Seaman, Christiaan Hendrik Jakobus
- Date: 2015-03-02
- Subjects: Consumer satisfaction , Financial institutions - Quality control , Financial institutions - Customer services , Financial institutions - Employees , Job satisfaction , Employee motivation , Customer services - Quality control
- Type: Thesis
- Identifier: uj:13404 , http://hdl.handle.net/10210/13413
- Description: D.Com. (Marketing Management) , The size of South Africa's banking industry grew from R398 billion in 1995 to R471 billion in 1996 while banking transactions totalled R58 634 billion during 1996. Like most other service companies, the banking industry also experiences customer turnover. During the period March 1995 to February 1996 customer switch, which refers to the closing of an account at one institution and the opening of a new account at another institution, by clients of all banks amounted to 4,9 percent. Mutual interaction between a service provider and a client is a very important determinant of customer satisfaction with a service. It is therefore important for the company to focus on the retention of customers because it is more profitable to retain a customer rather than recruiting new customers. Customer switching can damage the future stream of income of a company. The loss of a customer therefore, is not only one transaction, the company looses a life long stream of income. Customer satisfaction therefore influences the primary source of future income of most companies directly. Quality service is of utmost importance for the success and survival of companies in today's competitive environment. To be successful it is necessary for each department within the company to operate effectively and to be client orientated. Companies believe that they will be more profitable if a marketing orientation is established within the company. Employees must therefore, understand their role in the total service chain. A client's perception of a service becomes reality when he/she experiences the service during a service encounter where interaction between the customer and the company takes place with the employee as intermediary.
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- Authors: Seaman, Christiaan Hendrik Jakobus
- Date: 2015-03-02
- Subjects: Consumer satisfaction , Financial institutions - Quality control , Financial institutions - Customer services , Financial institutions - Employees , Job satisfaction , Employee motivation , Customer services - Quality control
- Type: Thesis
- Identifier: uj:13404 , http://hdl.handle.net/10210/13413
- Description: D.Com. (Marketing Management) , The size of South Africa's banking industry grew from R398 billion in 1995 to R471 billion in 1996 while banking transactions totalled R58 634 billion during 1996. Like most other service companies, the banking industry also experiences customer turnover. During the period March 1995 to February 1996 customer switch, which refers to the closing of an account at one institution and the opening of a new account at another institution, by clients of all banks amounted to 4,9 percent. Mutual interaction between a service provider and a client is a very important determinant of customer satisfaction with a service. It is therefore important for the company to focus on the retention of customers because it is more profitable to retain a customer rather than recruiting new customers. Customer switching can damage the future stream of income of a company. The loss of a customer therefore, is not only one transaction, the company looses a life long stream of income. Customer satisfaction therefore influences the primary source of future income of most companies directly. Quality service is of utmost importance for the success and survival of companies in today's competitive environment. To be successful it is necessary for each department within the company to operate effectively and to be client orientated. Companies believe that they will be more profitable if a marketing orientation is established within the company. Employees must therefore, understand their role in the total service chain. A client's perception of a service becomes reality when he/she experiences the service during a service encounter where interaction between the customer and the company takes place with the employee as intermediary.
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Employee engagement amongst academic staff at a merged higher education institution
- Authors: Du Plessis, Charmaine
- Date: 2015-02-12
- Subjects: Motivation in education , Higher education institution , Universities and colleges - South Africa - Employees - Attitudes , Employee motivation , Universities and colleges - Mergers - South Africa
- Type: Thesis
- Identifier: uj:13319 , http://hdl.handle.net/10210/13335
- Description: M.Comm. (Strategic Communication) , Please refer to full text to view abstract
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- Authors: Du Plessis, Charmaine
- Date: 2015-02-12
- Subjects: Motivation in education , Higher education institution , Universities and colleges - South Africa - Employees - Attitudes , Employee motivation , Universities and colleges - Mergers - South Africa
- Type: Thesis
- Identifier: uj:13319 , http://hdl.handle.net/10210/13335
- Description: M.Comm. (Strategic Communication) , Please refer to full text to view abstract
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Die verband tussen organisasieklimaat en die verwagtingsteorie van motivering binne 'n staatskorporasie
- Authors: Wolfaardt, Jakob Oosthuizen
- Date: 2015-02-09
- Subjects: Corporations, Government , Employee motivation , Expectation (Psychology)
- Type: Thesis
- Identifier: uj:13219 , http://hdl.handle.net/10210/13245
- Description: M.A. (Psychology) , Please refer to full text to view abstract
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- Authors: Wolfaardt, Jakob Oosthuizen
- Date: 2015-02-09
- Subjects: Corporations, Government , Employee motivation , Expectation (Psychology)
- Type: Thesis
- Identifier: uj:13219 , http://hdl.handle.net/10210/13245
- Description: M.A. (Psychology) , Please refer to full text to view abstract
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The relationship between personality types and reward preferences
- Authors: Nienaber, Ronél
- Date: 2014-06-04
- Subjects: Personality , Reward (Psychology) , Employee motivation , Personnel management
- Type: Thesis
- Identifier: uj:11363 , http://hdl.handle.net/10210/11000
- Description: D.Com. (Leadership in Performance and Change) , Against the background of the continuously increasing need of employers to attract and retain key employees and the utilisation of the rewards offering in this process, the aim of this study was firstly to determine the relationship between personality types and reward preferences. In addition, the relationship between different reward categories and underlying reward components in a total rewards framework was identified, the relationships between identified demographic variables and reward preferences were confirmed and the reward categories that contribute most to the attraction, retention and motivation of employees were identified. From the research constructs it can be seen that personality types, personality preferences and motivational theories influence the design of a total rewards framework, which, in tum, enhances the total rewards strategy and employee value proposition (EVP) of an organisation.
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- Authors: Nienaber, Ronél
- Date: 2014-06-04
- Subjects: Personality , Reward (Psychology) , Employee motivation , Personnel management
- Type: Thesis
- Identifier: uj:11363 , http://hdl.handle.net/10210/11000
- Description: D.Com. (Leadership in Performance and Change) , Against the background of the continuously increasing need of employers to attract and retain key employees and the utilisation of the rewards offering in this process, the aim of this study was firstly to determine the relationship between personality types and reward preferences. In addition, the relationship between different reward categories and underlying reward components in a total rewards framework was identified, the relationships between identified demographic variables and reward preferences were confirmed and the reward categories that contribute most to the attraction, retention and motivation of employees were identified. From the research constructs it can be seen that personality types, personality preferences and motivational theories influence the design of a total rewards framework, which, in tum, enhances the total rewards strategy and employee value proposition (EVP) of an organisation.
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Motivation patterns of a sample of African workers employed at a colliery in Mpumalanga
- Authors: Mofaladi, Benneth Mokete
- Date: 2014-05-19
- Subjects: Employee motivation , Employees - Attitudes , Job satisfaction
- Type: Thesis
- Identifier: uj:11118 , http://hdl.handle.net/10210/10705
- Description: M.Phil. (Labour Law and Employment Relations) , The purpose of this study is to determine the work motivation pattern of African workers and the factors that motivate them In the workplace. The research was carried out within the framework of the Herzberg Motivation-Hygiene Theory. The research was conducted within the coal mining industry. The data was collected by means ofa TIMS Attitude Survey questionnaire and review of secondary data relevant to the research. The research results indicated that a sample of African mine workers was largely motivated by the wages, Company Policy and Administration, achievement, recognition for achievement but was demotivated by Company Policy and Administration, wages, job security and other factors. The true motivators for African workers, which predominated, were achievement, recognition of achievement and possibility for growth.The research results largely corresponded with the findings of Professor Backer in Herzberg Motivation studies conducted during the seventies. 63% of satisfaction was caused by hygiene factors and 37% by true motivation, while all the dissatisfaction was caused by hygiene factors.
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- Authors: Mofaladi, Benneth Mokete
- Date: 2014-05-19
- Subjects: Employee motivation , Employees - Attitudes , Job satisfaction
- Type: Thesis
- Identifier: uj:11118 , http://hdl.handle.net/10210/10705
- Description: M.Phil. (Labour Law and Employment Relations) , The purpose of this study is to determine the work motivation pattern of African workers and the factors that motivate them In the workplace. The research was carried out within the framework of the Herzberg Motivation-Hygiene Theory. The research was conducted within the coal mining industry. The data was collected by means ofa TIMS Attitude Survey questionnaire and review of secondary data relevant to the research. The research results indicated that a sample of African mine workers was largely motivated by the wages, Company Policy and Administration, achievement, recognition for achievement but was demotivated by Company Policy and Administration, wages, job security and other factors. The true motivators for African workers, which predominated, were achievement, recognition of achievement and possibility for growth.The research results largely corresponded with the findings of Professor Backer in Herzberg Motivation studies conducted during the seventies. 63% of satisfaction was caused by hygiene factors and 37% by true motivation, while all the dissatisfaction was caused by hygiene factors.
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