The safe mindset of managers, shiftbosses and miners on a platinum mine in South Africa
- Jansen van Rensburg, Nicolaas
- Authors: Jansen van Rensburg, Nicolaas
- Date: 2010-10-26T07:21:12Z
- Subjects: Organizational change management , Employees' attitudes , Employee empowerment , Platinum mines and mining , Platinum mines and mining safety measures , Industrial safety , Industrial relations , Mine safety in South Africa
- Type: Thesis
- Identifier: uj:6941 , http://hdl.handle.net/10210/3451
- Description: M.Phil. , The mining industry in South Africa is in a process of transformation, which can be ascribed to various influences. First and foremost is the process of the conversion of mineral rights, employment equity and black economic empowerment. The ethnic distribution of mining employees at the time of the study reflected that Managers were predominantly white, the majority of Shift bosses were white and Miners were predominantly black. Central to the transformation process is maintaining and improving production output in a safe manner. Leadership in addition also impacts on health and safety in the workplace and the process to transform the organisation to world- class status commences with leadership. Transforming health and safety in the organisation to world-class status is a leadership imperative. The fatality rates in South African mines are continuously being addressed not only through initiatives from the Chamber of Mines of South Africa, but also through the various mining houses. The introduction of the Mine Health and Safety Act and Regulations 29 of 1996 made a profound impact on health and safety management on South African Mines. The introduction of blasting certificate holders replaced the scheduled person (contract miner). Various mining houses grasped the opportunity and trained their own miners from previously disadvantaged communities. This also assisted in achieving transformation objectives. The fatalities on platinum mines in South Africa since 1995 have remained constant up to 2007 although a slight decrease is reported. Nevertheless, injuries and fatalities in South African mines are attracting negative attention from society and the investment community. This is not in the interest of the mining industry. Research indicates that unsafe behaviour contributes 87% and more to incidents and injuries (including fatalities) on mines. The study of behaviour as a contributing factor in organisational safety is a relatively young science since the first reported studies in the 1980's. Research in this domain strives to develop an understanding of behaviour as a contributing factor in organisational safety.
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- Authors: Jansen van Rensburg, Nicolaas
- Date: 2010-10-26T07:21:12Z
- Subjects: Organizational change management , Employees' attitudes , Employee empowerment , Platinum mines and mining , Platinum mines and mining safety measures , Industrial safety , Industrial relations , Mine safety in South Africa
- Type: Thesis
- Identifier: uj:6941 , http://hdl.handle.net/10210/3451
- Description: M.Phil. , The mining industry in South Africa is in a process of transformation, which can be ascribed to various influences. First and foremost is the process of the conversion of mineral rights, employment equity and black economic empowerment. The ethnic distribution of mining employees at the time of the study reflected that Managers were predominantly white, the majority of Shift bosses were white and Miners were predominantly black. Central to the transformation process is maintaining and improving production output in a safe manner. Leadership in addition also impacts on health and safety in the workplace and the process to transform the organisation to world- class status commences with leadership. Transforming health and safety in the organisation to world-class status is a leadership imperative. The fatality rates in South African mines are continuously being addressed not only through initiatives from the Chamber of Mines of South Africa, but also through the various mining houses. The introduction of the Mine Health and Safety Act and Regulations 29 of 1996 made a profound impact on health and safety management on South African Mines. The introduction of blasting certificate holders replaced the scheduled person (contract miner). Various mining houses grasped the opportunity and trained their own miners from previously disadvantaged communities. This also assisted in achieving transformation objectives. The fatalities on platinum mines in South Africa since 1995 have remained constant up to 2007 although a slight decrease is reported. Nevertheless, injuries and fatalities in South African mines are attracting negative attention from society and the investment community. This is not in the interest of the mining industry. Research indicates that unsafe behaviour contributes 87% and more to incidents and injuries (including fatalities) on mines. The study of behaviour as a contributing factor in organisational safety is a relatively young science since the first reported studies in the 1980's. Research in this domain strives to develop an understanding of behaviour as a contributing factor in organisational safety.
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An evaluation of performance management in the public service
- Authors: Letsoalo, Mositadi Bertha
- Date: 2010-03-10T06:22:33Z
- Subjects: Performance management , Civil service , Gauteng (South Africa) , Employees' attitudes
- Type: Thesis
- Identifier: uj:6657 , http://hdl.handle.net/10210/3063
- Description: M.Comm. , The aim of this study is to evaluate performance management in the public service particularly within the Gauteng Department of Health. The researcher also intends to discover the attitude of employees towards performance management systems. A triangulation approach involving qualitative and quantitative analysis was adopted to ensure the validity of the constructs.
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- Authors: Letsoalo, Mositadi Bertha
- Date: 2010-03-10T06:22:33Z
- Subjects: Performance management , Civil service , Gauteng (South Africa) , Employees' attitudes
- Type: Thesis
- Identifier: uj:6657 , http://hdl.handle.net/10210/3063
- Description: M.Comm. , The aim of this study is to evaluate performance management in the public service particularly within the Gauteng Department of Health. The researcher also intends to discover the attitude of employees towards performance management systems. A triangulation approach involving qualitative and quantitative analysis was adopted to ensure the validity of the constructs.
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Employee perceptions of affirmative action in the Faculty of Health Science (University of Witwatersrand)
- Mangisa, Nomathibane Petronella
- Authors: Mangisa, Nomathibane Petronella
- Date: 2008-06-06T10:32:01Z
- Subjects: Affirmative action programs , Employees' attitudes , University of the Witwatersrand Faculty of Health Science
- Type: Thesis
- Identifier: uj:9189 , http://hdl.handle.net/10210/563
- Description: The South African government introduced Affirmative Action in 1998 to redress historical workplace discrimination. The South African moral imperative considers Affirmative Action to be a necessary instrument of change influencing social and economic equality, which impacts on the development of Blacks. Affirmative Action is being researched in academic circles for reasons other than moral concern, which calls for a new breed of scientist to take equitable academic demographics into consideration. The exploratory study in question aimed to identify employees’ perceptions on Affirmative Action within the Faculty of Health Sciences at the University of Witwatersrand. The survey method was utilized in the study and opinions were elicited from 108 respondents in the Faculty. The results were analysed both qualitatively and quantitatively in order to gain a comprehensive insight into the perceptions. The focus of the study included: profile of the respondents, staffing and standards, employee development and mentorship, attitudes, training and culture. The findings of the investigation indicated that progress achieved by Affirmative Action within the Faculty was generally perceived to be slow. However, there appeared to be no problems related to holistic practices established in support of Affirmative Action. , Prof. W. Backer
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- Authors: Mangisa, Nomathibane Petronella
- Date: 2008-06-06T10:32:01Z
- Subjects: Affirmative action programs , Employees' attitudes , University of the Witwatersrand Faculty of Health Science
- Type: Thesis
- Identifier: uj:9189 , http://hdl.handle.net/10210/563
- Description: The South African government introduced Affirmative Action in 1998 to redress historical workplace discrimination. The South African moral imperative considers Affirmative Action to be a necessary instrument of change influencing social and economic equality, which impacts on the development of Blacks. Affirmative Action is being researched in academic circles for reasons other than moral concern, which calls for a new breed of scientist to take equitable academic demographics into consideration. The exploratory study in question aimed to identify employees’ perceptions on Affirmative Action within the Faculty of Health Sciences at the University of Witwatersrand. The survey method was utilized in the study and opinions were elicited from 108 respondents in the Faculty. The results were analysed both qualitatively and quantitatively in order to gain a comprehensive insight into the perceptions. The focus of the study included: profile of the respondents, staffing and standards, employee development and mentorship, attitudes, training and culture. The findings of the investigation indicated that progress achieved by Affirmative Action within the Faculty was generally perceived to be slow. However, there appeared to be no problems related to holistic practices established in support of Affirmative Action. , Prof. W. Backer
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The impact of advertising on employee attitudes within the vehicle and asset finance division of a South African bank
- Authors: McLachlan, Bryan Ashley
- Date: 2010-11-09T06:37:45Z
- Subjects: Nedbank Group , Nedbank Group. Vehicle and Asset Finance Division , Employees' attitudes
- Type: Thesis
- Identifier: uj:6963 , http://hdl.handle.net/10210/3471
- Description: M.Comm. , This short dissertation is concerned with the impact that advertising can have on employee attitudes in an organisation in the services industry. The specific organisation is the Vehicle and Asset Finance Division of Nedbank, which is one of the four largest banks in South Africa. In a review of related literature it is highlighted that advertising can lead to cognitive, affective and behavioural responses in an audience. In turn, behaviour, beliefs and affect can impact, or be impacted by, a person’s attitude. Employees in a service organisation are an important part of service delivery; therefore anything that can impact employee attitudes is of interest to the organisation. A study was conducted in the form of a census of all 717 employees in the division of the bank, using a paper questionnaire as a data collection instrument. A response rate of 49% was achieved, and data collected from respondents was analysed in terms of various theoretical factors and statistically derived factors. A number of secondary research objectives were also considered. Findings of this research indicate that employees of the division do notice the organisation’s advertising and their attitudes and resultant behaviour are affected by it in a number of ways. Some of these include a heightened sense of pride and security about the organisation, as well as increased employee commitment to provide improved customer service. It was also established that there are significant differences in the way that employees with different lengths of service, and employees in different job functions, are impacted by the organisation’s advertising. This study was restricted to a single division of a single bank in South Africa so the results cannot be generalised for other divisions of the bank, other banks, other industries or other countries. This provides an opportunity for future research.
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- Authors: McLachlan, Bryan Ashley
- Date: 2010-11-09T06:37:45Z
- Subjects: Nedbank Group , Nedbank Group. Vehicle and Asset Finance Division , Employees' attitudes
- Type: Thesis
- Identifier: uj:6963 , http://hdl.handle.net/10210/3471
- Description: M.Comm. , This short dissertation is concerned with the impact that advertising can have on employee attitudes in an organisation in the services industry. The specific organisation is the Vehicle and Asset Finance Division of Nedbank, which is one of the four largest banks in South Africa. In a review of related literature it is highlighted that advertising can lead to cognitive, affective and behavioural responses in an audience. In turn, behaviour, beliefs and affect can impact, or be impacted by, a person’s attitude. Employees in a service organisation are an important part of service delivery; therefore anything that can impact employee attitudes is of interest to the organisation. A study was conducted in the form of a census of all 717 employees in the division of the bank, using a paper questionnaire as a data collection instrument. A response rate of 49% was achieved, and data collected from respondents was analysed in terms of various theoretical factors and statistically derived factors. A number of secondary research objectives were also considered. Findings of this research indicate that employees of the division do notice the organisation’s advertising and their attitudes and resultant behaviour are affected by it in a number of ways. Some of these include a heightened sense of pride and security about the organisation, as well as increased employee commitment to provide improved customer service. It was also established that there are significant differences in the way that employees with different lengths of service, and employees in different job functions, are impacted by the organisation’s advertising. This study was restricted to a single division of a single bank in South Africa so the results cannot be generalised for other divisions of the bank, other banks, other industries or other countries. This provides an opportunity for future research.
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Change management in the implementation of shared services
- Authors: Ntsunguzi, Nomihlali
- Date: 2010-03-10T06:23:44Z
- Subjects: Organizational change management , Shared services (Management) , Employees' attitudes
- Type: Thesis
- Identifier: uj:6661 , http://hdl.handle.net/10210/3067
- Description: M.Comm. , The global environment is changing drastically and companies need to respond to this change in order to survive. The concept of shared services has seen its boom in the market as one of the measures to adapt to the ever changing global environment. With the strengthening of the global economy, corporations implement shared services to enhance their competitive advantage. Shared services are implemented for various reasons inclusive of quality, cost, time and economies of scale. The result is changes in processes, technology and culture / people. Change is not easy. People resist as it impacts on culture i.e. the way they currently operate. The introduction of shared services is no different. The changes it leads to create a sense of discomfort thereby leading to resistance. It is, thus, of critical importance to manage the transition of people from the current to the future culture. It has been evident that the softer side of change (people) is the most neglected area when managing change. The study focuses on change management to transform people’s attitudes and behaviours from a functional culture to a service oriented culture. The researcher identified this transition as not successful when introducing shared services, and this forms the research problem. The study is qualitative and exploratory in design with the aim of identifying change management tools and techniques in the implementation of shared services. Various tools have been identified with communication being the most critical tool in managing change. The conclusion drawn is that focus should not only be on the technical areas of change, but involve people as well. No change can be successful without the involvement of the people that are expected to implement it, no matter how sophisticated the processes or technology is.
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- Authors: Ntsunguzi, Nomihlali
- Date: 2010-03-10T06:23:44Z
- Subjects: Organizational change management , Shared services (Management) , Employees' attitudes
- Type: Thesis
- Identifier: uj:6661 , http://hdl.handle.net/10210/3067
- Description: M.Comm. , The global environment is changing drastically and companies need to respond to this change in order to survive. The concept of shared services has seen its boom in the market as one of the measures to adapt to the ever changing global environment. With the strengthening of the global economy, corporations implement shared services to enhance their competitive advantage. Shared services are implemented for various reasons inclusive of quality, cost, time and economies of scale. The result is changes in processes, technology and culture / people. Change is not easy. People resist as it impacts on culture i.e. the way they currently operate. The introduction of shared services is no different. The changes it leads to create a sense of discomfort thereby leading to resistance. It is, thus, of critical importance to manage the transition of people from the current to the future culture. It has been evident that the softer side of change (people) is the most neglected area when managing change. The study focuses on change management to transform people’s attitudes and behaviours from a functional culture to a service oriented culture. The researcher identified this transition as not successful when introducing shared services, and this forms the research problem. The study is qualitative and exploratory in design with the aim of identifying change management tools and techniques in the implementation of shared services. Various tools have been identified with communication being the most critical tool in managing change. The conclusion drawn is that focus should not only be on the technical areas of change, but involve people as well. No change can be successful without the involvement of the people that are expected to implement it, no matter how sophisticated the processes or technology is.
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The relevance of diversity issues amongst ethnic generational sub-groupings in the South African workplace
- Authors: Pooe, Nomvula
- Date: 2012-06-07
- Subjects: Diversity in the workplace , Conflict of generations , Employee empowerment , Employees' attitudes
- Type: Mini-Dissertation
- Identifier: uj:2539 , http://hdl.handle.net/10210/4993
- Description: M.Phil. , Orientation: To find ethnic and generational groups co-existing means that their prevalence is relevant to today’s work environment. While it makes sense for this form of diversity to prevail, simultaneously, work situations with diverse ethnic groups are associated with process loss, high levels of conflict, low levels of cohesion and social integration. Research purpose: The purpose of the present study was to investigate the effects of ethnic and generational sub-groupings’ perceptions of structural empowerment in the workplace, using Kanter’s empowerment theory. Motivation for the study: South Africa organisations are expected to comply with labour legislation prescriptions. Structural empowerment in relation to ethnic generational groupings was selected to show how organisations could utilise the findings to accommodate and manage the diverse group expectations. Research design: Structural empowerment was measured using the conditions of work effectiveness questionnaire (CWEQ-II) in a sample that consisted of 109 respondents working in a real estate company. Main findings: The study revealed that generational and ethnic grouping do not necessarily influence employees’ perceptions of structural empowerment. Practical and managerial implications: The differing perceptions reported suggest that a strong leadership orientation and a demonstrated outlook on employee empowerment structures should be considered as a means to lessen negative perceptions that impact on behaviour and morale.
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- Authors: Pooe, Nomvula
- Date: 2012-06-07
- Subjects: Diversity in the workplace , Conflict of generations , Employee empowerment , Employees' attitudes
- Type: Mini-Dissertation
- Identifier: uj:2539 , http://hdl.handle.net/10210/4993
- Description: M.Phil. , Orientation: To find ethnic and generational groups co-existing means that their prevalence is relevant to today’s work environment. While it makes sense for this form of diversity to prevail, simultaneously, work situations with diverse ethnic groups are associated with process loss, high levels of conflict, low levels of cohesion and social integration. Research purpose: The purpose of the present study was to investigate the effects of ethnic and generational sub-groupings’ perceptions of structural empowerment in the workplace, using Kanter’s empowerment theory. Motivation for the study: South Africa organisations are expected to comply with labour legislation prescriptions. Structural empowerment in relation to ethnic generational groupings was selected to show how organisations could utilise the findings to accommodate and manage the diverse group expectations. Research design: Structural empowerment was measured using the conditions of work effectiveness questionnaire (CWEQ-II) in a sample that consisted of 109 respondents working in a real estate company. Main findings: The study revealed that generational and ethnic grouping do not necessarily influence employees’ perceptions of structural empowerment. Practical and managerial implications: The differing perceptions reported suggest that a strong leadership orientation and a demonstrated outlook on employee empowerment structures should be considered as a means to lessen negative perceptions that impact on behaviour and morale.
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