The effect of online social networking on employee productivity within a tertiary education institution
- Authors: Ferreira, Andrea
- Date: 2010-01-19T10:29:30Z
- Subjects: Social networking , Employee productivity , Online social networking , Labor productivity
- Type: Thesis
- Identifier: uj:6622 , http://hdl.handle.net/10210/3021
- Description: M Phil , Since the establishment of the Internet, innovative technologies have evolved rapidly and 'social networking' technologies specifically have gained value from the recent surge in popularity and increased use of these networked technologies. The exposure and growth that social networking technologies have experienced in recent history has created a phenomenal following by individuals from diverse walks of life. However, the negative press that currently surrounds online social networks is ardent and in some cases valid, overshadowing the opportunities that Online Social Networking may present to organisations. The focus of this study fell on the possible effect of employee participation in Online Social Networking on productivity. In current workplaces that rely on intellectual capital to be successful in business, employees are a key source of knowledge and mainly responsible for intellectual capital growth. It was therefore argued in this study that organisations should critically investigate the relevance of collaborative technology such as online social networking in order to support employees in the processes required for knowledge creation. This study provided an overview of the literature review findings as well as the relevant empirical research findings with regard to what Online Social Networking entails; what the possible consequences could be if employees were allowed access to online social networks without restriction; and how online social networks could contribute to the productivity of an organisation. This study aimed to serve as a foundation on which the University of Johannesburg could build a strategy that aspired to incorporate online social networking within this institution, in order to promote a knowledge sharing culture.
- Full Text:
- Authors: Ferreira, Andrea
- Date: 2010-01-19T10:29:30Z
- Subjects: Social networking , Employee productivity , Online social networking , Labor productivity
- Type: Thesis
- Identifier: uj:6622 , http://hdl.handle.net/10210/3021
- Description: M Phil , Since the establishment of the Internet, innovative technologies have evolved rapidly and 'social networking' technologies specifically have gained value from the recent surge in popularity and increased use of these networked technologies. The exposure and growth that social networking technologies have experienced in recent history has created a phenomenal following by individuals from diverse walks of life. However, the negative press that currently surrounds online social networks is ardent and in some cases valid, overshadowing the opportunities that Online Social Networking may present to organisations. The focus of this study fell on the possible effect of employee participation in Online Social Networking on productivity. In current workplaces that rely on intellectual capital to be successful in business, employees are a key source of knowledge and mainly responsible for intellectual capital growth. It was therefore argued in this study that organisations should critically investigate the relevance of collaborative technology such as online social networking in order to support employees in the processes required for knowledge creation. This study provided an overview of the literature review findings as well as the relevant empirical research findings with regard to what Online Social Networking entails; what the possible consequences could be if employees were allowed access to online social networks without restriction; and how online social networks could contribute to the productivity of an organisation. This study aimed to serve as a foundation on which the University of Johannesburg could build a strategy that aspired to incorporate online social networking within this institution, in order to promote a knowledge sharing culture.
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A case study on improving labour productivity in civil engineering projects
- Authors: Balci, Besim U.
- Date: 2012-01-25
- Subjects: Civil engineering , Construction industry , Labor productivity
- Type: Thesis
- Identifier: uj:1964 , http://hdl.handle.net/10210/4321
- Description: M.Ing. , The ability of construction firms to stay solvent largely depends on productivity. Productivity improvement is the key to economic prosperity in the long term. It provides the basis for increasing wages and more prosperous firms. Various methods can be implemented to measure and increase productivity which will result an increased output and efficiency. The aim of this work is to address the methods to be used for labour productivity measurement and improvement in civil engineering context. A case study will be done on a current construction project.
- Full Text:
- Authors: Balci, Besim U.
- Date: 2012-01-25
- Subjects: Civil engineering , Construction industry , Labor productivity
- Type: Thesis
- Identifier: uj:1964 , http://hdl.handle.net/10210/4321
- Description: M.Ing. , The ability of construction firms to stay solvent largely depends on productivity. Productivity improvement is the key to economic prosperity in the long term. It provides the basis for increasing wages and more prosperous firms. Various methods can be implemented to measure and increase productivity which will result an increased output and efficiency. The aim of this work is to address the methods to be used for labour productivity measurement and improvement in civil engineering context. A case study will be done on a current construction project.
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The impact of work design and stress on employees productivity at a call centre
- Mbadou, Angelina Fernande, Mbohwa, Charles
- Authors: Mbadou, Angelina Fernande , Mbohwa, Charles
- Date: 2013
- Subjects: Work design , Ergonomics , Call centers - Employees - Job stress , Labor productivity
- Type: Article
- Identifier: uj:6154 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13758
- Description: Work design represents an arrangement in the workplace that has the objective of overcoming employee alienation and job dissatisfaction that come about from mechanical and repetitive tasks in the workplace. This is important in the call centre working environment where employees spend long hours seating and providing high concentration to work activities. This paper discusses the application of work design principles and its impact on employees in an organisation in order to improve the productivity of a call centre. Qualitative questionnaires, observations and interviews were applied to employees of the call centre with a focus on identifying design problems and main stressors at work. The findings in this research focus on the need to improve equipment, tools and the health of employees. The paper demonstrates how work design can have an influence on employees’ productivity and how it can increase stress levels.
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- Authors: Mbadou, Angelina Fernande , Mbohwa, Charles
- Date: 2013
- Subjects: Work design , Ergonomics , Call centers - Employees - Job stress , Labor productivity
- Type: Article
- Identifier: uj:6154 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13758
- Description: Work design represents an arrangement in the workplace that has the objective of overcoming employee alienation and job dissatisfaction that come about from mechanical and repetitive tasks in the workplace. This is important in the call centre working environment where employees spend long hours seating and providing high concentration to work activities. This paper discusses the application of work design principles and its impact on employees in an organisation in order to improve the productivity of a call centre. Qualitative questionnaires, observations and interviews were applied to employees of the call centre with a focus on identifying design problems and main stressors at work. The findings in this research focus on the need to improve equipment, tools and the health of employees. The paper demonstrates how work design can have an influence on employees’ productivity and how it can increase stress levels.
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An investigation into manual labour reporting within South African Airways Technical
- Authors: Taylor, Hudson
- Date: 2014-02-04
- Subjects: Labor productivity , Airlines - Management
- Type: Thesis
- Identifier: uj:8052 , http://hdl.handle.net/10210/8984
- Description: M.B.A. , This study is concerned with an investigation into the manual labour reporting system as currently operated by South African Airways (SAA) Technical. This was necessary, as a large percentage of the time sheet hours were not being captured with the net result being that costs and the resultant effects were becoming distorted. The primary purposes of this research was to identify the reasons for the current difficulties being experienced with labour cost recovery within SAA Technical in order to propose changes to rectify the impasse. The following reasons for the labour hour losses were identified: • Ineffective operational control methods. • Deployment of geographically dispersed data capturers. • Computer programming errors in the transfer routines. These problems naturally lead to a loss of control. The following improvements after rectification were noticeable: • In January 1997, average labour hour under recovery was as high as 46%. After rectification, losses were down to 15% (cf. 4.3). • The management accounting reporting document was greatly revised; thus rendering improved service to and understanding by the users. • The automated labour reporting bar scanning system currently being implemented would also benefit from the rectified computer transfer program. It may thus be concluded that the research was beneficial to SAA Technical operation and provided solid reasons for the labour hour losses. If the recommendations as presented further on in this study are adhered to, there should be no reason for the present situation not to maintain or improve the current improvements.
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- Authors: Taylor, Hudson
- Date: 2014-02-04
- Subjects: Labor productivity , Airlines - Management
- Type: Thesis
- Identifier: uj:8052 , http://hdl.handle.net/10210/8984
- Description: M.B.A. , This study is concerned with an investigation into the manual labour reporting system as currently operated by South African Airways (SAA) Technical. This was necessary, as a large percentage of the time sheet hours were not being captured with the net result being that costs and the resultant effects were becoming distorted. The primary purposes of this research was to identify the reasons for the current difficulties being experienced with labour cost recovery within SAA Technical in order to propose changes to rectify the impasse. The following reasons for the labour hour losses were identified: • Ineffective operational control methods. • Deployment of geographically dispersed data capturers. • Computer programming errors in the transfer routines. These problems naturally lead to a loss of control. The following improvements after rectification were noticeable: • In January 1997, average labour hour under recovery was as high as 46%. After rectification, losses were down to 15% (cf. 4.3). • The management accounting reporting document was greatly revised; thus rendering improved service to and understanding by the users. • The automated labour reporting bar scanning system currently being implemented would also benefit from the rectified computer transfer program. It may thus be concluded that the research was beneficial to SAA Technical operation and provided solid reasons for the labour hour losses. If the recommendations as presented further on in this study are adhered to, there should be no reason for the present situation not to maintain or improve the current improvements.
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Dienslewering aan die makelaar as metode ter verhoging van bemarkingsproduktiwiteit
- Authors: Pieterse, Theodorus Daniel
- Date: 2014-02-10
- Subjects: Labor productivity
- Type: Thesis
- Identifier: uj:3701 , http://hdl.handle.net/10210/9083
- Description: M.Com. (Business Mangement) , Die grootste enkele uitdaging van bestuurders van ontwikkelende lande vandag is om die produktiwiteit van "kenniswerkers" en "dienste werkers" te verhoog. Volgens Drucker (1991:69) sal hierdie uitdaging 'n belangrike punt op die agenda van bestuurders wees vir die volgende dekade en sal dit deurslaggewend wees vir die mededingende prestasies van diensondernemings. Drucker (1991: 70) beweer verder dat produktiwiteitsverhoging die hoof ekonomiese prioriteit van ontwikkelende lande behoort te wees. Produktiwiteitsverbetering is een van die metodes wat aangewend kan word om ekonomiese groei en stabilitiet te bevorder. Die winsmotief in die private sektor dien as 'n aansporing vir bestuur om produktiwiteit te verhoog. Die strewe na produktiwiteitsverhoging is egter volgens Kruger (1991:3) nie 'n einddoel opsig self nie, maar eerder 'n middel tot die doel. Produktiwiteit is 'n bestuursverantwoordelikheid en 'n ondernemingsdoelwit. Die bestuur van ondernemings het verskillende hulpbronne, naamlik mense, tegnologie, grondstowwe en kapitaal tot hulle beskikking. Dit is bestuur se plig om hierdie hulpbronne so produktief moontlik te laat ontvorm tot gevraagde produkte en dienste (De Clerk, 1983:12)...
- Full Text:
- Authors: Pieterse, Theodorus Daniel
- Date: 2014-02-10
- Subjects: Labor productivity
- Type: Thesis
- Identifier: uj:3701 , http://hdl.handle.net/10210/9083
- Description: M.Com. (Business Mangement) , Die grootste enkele uitdaging van bestuurders van ontwikkelende lande vandag is om die produktiwiteit van "kenniswerkers" en "dienste werkers" te verhoog. Volgens Drucker (1991:69) sal hierdie uitdaging 'n belangrike punt op die agenda van bestuurders wees vir die volgende dekade en sal dit deurslaggewend wees vir die mededingende prestasies van diensondernemings. Drucker (1991: 70) beweer verder dat produktiwiteitsverhoging die hoof ekonomiese prioriteit van ontwikkelende lande behoort te wees. Produktiwiteitsverbetering is een van die metodes wat aangewend kan word om ekonomiese groei en stabilitiet te bevorder. Die winsmotief in die private sektor dien as 'n aansporing vir bestuur om produktiwiteit te verhoog. Die strewe na produktiwiteitsverhoging is egter volgens Kruger (1991:3) nie 'n einddoel opsig self nie, maar eerder 'n middel tot die doel. Produktiwiteit is 'n bestuursverantwoordelikheid en 'n ondernemingsdoelwit. Die bestuur van ondernemings het verskillende hulpbronne, naamlik mense, tegnologie, grondstowwe en kapitaal tot hulle beskikking. Dit is bestuur se plig om hierdie hulpbronne so produktief moontlik te laat ontvorm tot gevraagde produkte en dienste (De Clerk, 1983:12)...
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Gereedheid van bestuur vir produktiwiteitsonderhandeling met spesifieke verwysing na werkerdeelname
- Authors: Myburgh, Dean Jacques
- Date: 2014-05-21
- Subjects: Management - Employee participation , Labor productivity
- Type: Thesis
- Identifier: uj:11158 , http://hdl.handle.net/10210/10750
- Description: D.Com. (Industrial Relations) , This study contains the results of an investigation that was undertaken to determine managers' perceptions with respect to readiness for productivity bargaining. In the chapters dealing with the theoretical aspects, the author has defined productivity, analysed the factors that have an impact upon productivity and discussed the relationship between productivity, collective bargaining and worker participation. Remuneration systems, performance and productivity improvement were also discussed. A critical evaluation of productivity bargaining in practice was done in order to illustrate the abovementioned theoretical concepts from a practical viewpoint. A conceptual model of organisational change factors which determine the readiness for productivity bargaining and a questionnaire which was derived from it, was developed and provided the basis for the empirical research. Using the questionnaire and statistical analysis, the perceptions of management at different levels of seniority and who negotiate with trade unions on a decentralised or centralised basis within different industries in the PWV-geographical area, were tested in order to determine whether there are significant differences regarding readiness for productivity bargaining. The questionnaire addressed the following main dimensions: worker participation, productivity awareness and productivity bargaining and management behavior and values within the bargaining relationship. Three hypotheses were formulated and tested statistically. Firstly, the hypothesis was stated that there are significant differences between the perceptions of management at different levels of seniority regarding readiness for productivity bargaining. They would perceive readiness for productivity bargaining differently since it is expected that they would be at different levels of readiness for this form of collective bargaining. In order to ascertain whether the hypotheses are valid or not, a questionnaire was completed by 15 executive managers, 61 senior managers and 79 middle managers. The questionnaire was constructed using seven-point interval scales where the respondent could indicate one as extreme~y negative and seven as extremely positive in response to each item. Responses were grouped per management category in order to test the perceptions of managers at different levels of seniority regarding readiness for productivity bargaining. Use was made of a MANOVA, an ANOVA and a one-way F-test (Scheff~) and no significant differences were found between the perceptions of managers at different levels of seniority regarding readiness for productivity bargaining. The second hypothesis was formulated and stated that there are significant differences between the perceptions of managers regarding readiness for productivity bargaining in organisations with decentralised and centralised bargaining forums. The author suspected that the degree of centralisation or decentralisation of the bargaining process could have an influence on readiness for productivity bargaining. In order to determine whether the hypothesis (as stated) was correct, all responses in the two bargaining categories were compared with each other. The results were tested using the Hotelling T2 test and the author confirmed empirically that there are no significant differences between the perceptions of management which make use of different (centralised versus decentralised) bargaining forums. Thirdly the hypothesis was stated that there are significant differences between the perceptions of management regarding readiness for productivity bargaining in different industries. It was expected that industries would differ in terms of managers' perceptions of· the abovementioned aspect, but there was uncertainty as to whether these differences would be significant regarding productivity bargaining. Using a MANOVA, an ANOVA and a one-way F-test (Scheff~) it was determined that there are significant differences between the perceptions of ~anagement in different industries regarding readiness for productivity bargaining. Qualitative data which was obtained from Human Resources Managers, trade union representatives, academics/consultants and other authorities on the subject during a series of personal interviews conducted during the Pilot-study, was confirmed by the abovementioned empirical findings. The general conclusion is that there is not a readiness for productivity bargaining amongst managers in the PWV-geographical area. In order to develop this readiness, several actions are required as part of an integrated productivity strategy. Specific actions include a self-audit during which managers evaluate the present and desired levels of worker participation, productivity awareness and -bargaining and their own behaviour and values within the bargaining relationship. These recommendations are discussed in detail in the last chapter. A chapter was dedicated to the formulation of guidelines for management and organised labour regarding productivity.
- Full Text:
- Authors: Myburgh, Dean Jacques
- Date: 2014-05-21
- Subjects: Management - Employee participation , Labor productivity
- Type: Thesis
- Identifier: uj:11158 , http://hdl.handle.net/10210/10750
- Description: D.Com. (Industrial Relations) , This study contains the results of an investigation that was undertaken to determine managers' perceptions with respect to readiness for productivity bargaining. In the chapters dealing with the theoretical aspects, the author has defined productivity, analysed the factors that have an impact upon productivity and discussed the relationship between productivity, collective bargaining and worker participation. Remuneration systems, performance and productivity improvement were also discussed. A critical evaluation of productivity bargaining in practice was done in order to illustrate the abovementioned theoretical concepts from a practical viewpoint. A conceptual model of organisational change factors which determine the readiness for productivity bargaining and a questionnaire which was derived from it, was developed and provided the basis for the empirical research. Using the questionnaire and statistical analysis, the perceptions of management at different levels of seniority and who negotiate with trade unions on a decentralised or centralised basis within different industries in the PWV-geographical area, were tested in order to determine whether there are significant differences regarding readiness for productivity bargaining. The questionnaire addressed the following main dimensions: worker participation, productivity awareness and productivity bargaining and management behavior and values within the bargaining relationship. Three hypotheses were formulated and tested statistically. Firstly, the hypothesis was stated that there are significant differences between the perceptions of management at different levels of seniority regarding readiness for productivity bargaining. They would perceive readiness for productivity bargaining differently since it is expected that they would be at different levels of readiness for this form of collective bargaining. In order to ascertain whether the hypotheses are valid or not, a questionnaire was completed by 15 executive managers, 61 senior managers and 79 middle managers. The questionnaire was constructed using seven-point interval scales where the respondent could indicate one as extreme~y negative and seven as extremely positive in response to each item. Responses were grouped per management category in order to test the perceptions of managers at different levels of seniority regarding readiness for productivity bargaining. Use was made of a MANOVA, an ANOVA and a one-way F-test (Scheff~) and no significant differences were found between the perceptions of managers at different levels of seniority regarding readiness for productivity bargaining. The second hypothesis was formulated and stated that there are significant differences between the perceptions of managers regarding readiness for productivity bargaining in organisations with decentralised and centralised bargaining forums. The author suspected that the degree of centralisation or decentralisation of the bargaining process could have an influence on readiness for productivity bargaining. In order to determine whether the hypothesis (as stated) was correct, all responses in the two bargaining categories were compared with each other. The results were tested using the Hotelling T2 test and the author confirmed empirically that there are no significant differences between the perceptions of management which make use of different (centralised versus decentralised) bargaining forums. Thirdly the hypothesis was stated that there are significant differences between the perceptions of management regarding readiness for productivity bargaining in different industries. It was expected that industries would differ in terms of managers' perceptions of· the abovementioned aspect, but there was uncertainty as to whether these differences would be significant regarding productivity bargaining. Using a MANOVA, an ANOVA and a one-way F-test (Scheff~) it was determined that there are significant differences between the perceptions of ~anagement in different industries regarding readiness for productivity bargaining. Qualitative data which was obtained from Human Resources Managers, trade union representatives, academics/consultants and other authorities on the subject during a series of personal interviews conducted during the Pilot-study, was confirmed by the abovementioned empirical findings. The general conclusion is that there is not a readiness for productivity bargaining amongst managers in the PWV-geographical area. In order to develop this readiness, several actions are required as part of an integrated productivity strategy. Specific actions include a self-audit during which managers evaluate the present and desired levels of worker participation, productivity awareness and -bargaining and their own behaviour and values within the bargaining relationship. These recommendations are discussed in detail in the last chapter. A chapter was dedicated to the formulation of guidelines for management and organised labour regarding productivity.
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Die rol van angs, selfbeeld en selfaktualisasie in die prestasiemotivering van bestuurders
- Authors: Harmse, Pieter Jan Hendrik
- Date: 2014-09-25
- Subjects: Labor productivity , Achievement motivation
- Type: Thesis
- Identifier: uj:12412 , http://hdl.handle.net/10210/12193
- Description: M.A. (Industrial Psychology) , The object of this study is to determine the correlation between selfconcepts selfactualization and anxiety on the one hand and -achievement motivation, as applicable to persons in middle management positions in the mining industry. Four different psychological questionnaires were used that is the Achievement motivation questionnaire of Malan (1978) as adjusted by Pottas and Lessing (1979L the Selfconcept questionnaire of Vrey (1974)s the IPAT Anxiety scale and the Selfrealization questionnaire of Osrin {1972}. The four questionnaires were administered to 110 middle-managers in the mining industry. It was found that the sUbjects obtained relatively high scores on the self-images selfrealization s achievement motivation and the three components of achievement motivations namely selfdetermination, the urge to complete uncompleted tasks and goal directedness. The scores obtained on the anxiety scale were relatively low. It was further found that-there existed a negative linear correlation between anxiety and achievement motivation,- in contrast with the initial hipothesis, namely that a curvilinear correlation exists between the two variables. Selfconcept and selfrealization both yielded a positive linear correlation with achievement motivation and its three components; which confirms the hypothesis. It was found that anxiety formed a negative correlation with all the variables. A positive linear correlation was obtained between selfrealization and selfconcept.
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- Authors: Harmse, Pieter Jan Hendrik
- Date: 2014-09-25
- Subjects: Labor productivity , Achievement motivation
- Type: Thesis
- Identifier: uj:12412 , http://hdl.handle.net/10210/12193
- Description: M.A. (Industrial Psychology) , The object of this study is to determine the correlation between selfconcepts selfactualization and anxiety on the one hand and -achievement motivation, as applicable to persons in middle management positions in the mining industry. Four different psychological questionnaires were used that is the Achievement motivation questionnaire of Malan (1978) as adjusted by Pottas and Lessing (1979L the Selfconcept questionnaire of Vrey (1974)s the IPAT Anxiety scale and the Selfrealization questionnaire of Osrin {1972}. The four questionnaires were administered to 110 middle-managers in the mining industry. It was found that the sUbjects obtained relatively high scores on the self-images selfrealization s achievement motivation and the three components of achievement motivations namely selfdetermination, the urge to complete uncompleted tasks and goal directedness. The scores obtained on the anxiety scale were relatively low. It was further found that-there existed a negative linear correlation between anxiety and achievement motivation,- in contrast with the initial hipothesis, namely that a curvilinear correlation exists between the two variables. Selfconcept and selfrealization both yielded a positive linear correlation with achievement motivation and its three components; which confirms the hypothesis. It was found that anxiety formed a negative correlation with all the variables. A positive linear correlation was obtained between selfrealization and selfconcept.
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Intellectual capital as leverage for creating competitive advantage
- Authors: Mamabolo, Ledikoa Josias
- Date: 2014-10-20
- Subjects: Employee selection , Labor productivity , Organizational effectiveness
- Type: Thesis
- Identifier: uj:12633 , http://hdl.handle.net/10210/12452
- Description: M.Com. (Business Management) , Imperative changes in the global economy continue to change the complexion of many organisations in their quest to remain competitive. Hitherto, their strive to have sustainable competitive advantage is challenged by factors such as increased competition, market volatility, geographically dispersed operations, customer awareness, raising workforce diversity and stringent regulatory regimes. These factors have driven, and in turn, have been driven by an increasing complexity of products, services and the processes that create value, resulting in changes in the structural and functional dimensions of the organisation. Equally, industry captains and scholars alike acknowledge the shift in value creating assets from the traditional land, labour and capital to intangible assets such as knowledge and information becoming the most important resources an organisation can muster. The combination and integration of intangible assets such as human resources, structural and relational resources have been grouped under the umbrella of intellectual capital. This study sheds light on the unique variables which accelerate intellectual capital as leverage for optimising competitive advantage and collates them with the case study findings of the research conducted at an international oil and gas company headquartered in South Africa. These variables include human capital attributes, such as competencies, tacit knowledge or experience, communities of practice, and competitive intelligence; relational capital attributes such as brand, customer loyalty, corporate social responsibility, and partnerships or joint ventures; and structural capital attributes such as corporate culture, leadership philosophy, and technology or systems. The research design follows a case study approach and applies the method of content analysis of annual reports and of analysing the content of the oil and gas company, Sasol's, four-year annual reports to establish the disclosure of intellectual capital. In conclusion, this study finds that the realisation of sustainable competitive advantage for any organisation, particularly blue chip companies like Sasol, is the choice to implement a unique wealth-creating strategy, namely leveraging its intellectual capital. This study highlights that intellectual capital has the potential to offer companies sustainable long-term benefits through intangible assets that are inimitable, that is, current and potential competitors would not be able to duplicate of imitate.
- Full Text:
- Authors: Mamabolo, Ledikoa Josias
- Date: 2014-10-20
- Subjects: Employee selection , Labor productivity , Organizational effectiveness
- Type: Thesis
- Identifier: uj:12633 , http://hdl.handle.net/10210/12452
- Description: M.Com. (Business Management) , Imperative changes in the global economy continue to change the complexion of many organisations in their quest to remain competitive. Hitherto, their strive to have sustainable competitive advantage is challenged by factors such as increased competition, market volatility, geographically dispersed operations, customer awareness, raising workforce diversity and stringent regulatory regimes. These factors have driven, and in turn, have been driven by an increasing complexity of products, services and the processes that create value, resulting in changes in the structural and functional dimensions of the organisation. Equally, industry captains and scholars alike acknowledge the shift in value creating assets from the traditional land, labour and capital to intangible assets such as knowledge and information becoming the most important resources an organisation can muster. The combination and integration of intangible assets such as human resources, structural and relational resources have been grouped under the umbrella of intellectual capital. This study sheds light on the unique variables which accelerate intellectual capital as leverage for optimising competitive advantage and collates them with the case study findings of the research conducted at an international oil and gas company headquartered in South Africa. These variables include human capital attributes, such as competencies, tacit knowledge or experience, communities of practice, and competitive intelligence; relational capital attributes such as brand, customer loyalty, corporate social responsibility, and partnerships or joint ventures; and structural capital attributes such as corporate culture, leadership philosophy, and technology or systems. The research design follows a case study approach and applies the method of content analysis of annual reports and of analysing the content of the oil and gas company, Sasol's, four-year annual reports to establish the disclosure of intellectual capital. In conclusion, this study finds that the realisation of sustainable competitive advantage for any organisation, particularly blue chip companies like Sasol, is the choice to implement a unique wealth-creating strategy, namely leveraging its intellectual capital. This study highlights that intellectual capital has the potential to offer companies sustainable long-term benefits through intangible assets that are inimitable, that is, current and potential competitors would not be able to duplicate of imitate.
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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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Produktiwiteit en die kenniswerker
- Styger, Deon Petrus Johannes
- Authors: Styger, Deon Petrus Johannes
- Date: 2015-03-18
- Subjects: Industrial productivity , Labor productivity , White collar workers
- Type: Thesis
- Identifier: uj:13447 , http://hdl.handle.net/10210/13484
- Description: M.Com. (Business Management) , A high level of productivity is of utmost importance to any nation seeking economical growth and stability. However, South Africa has fallen behind its most important trading partners regarding levels of productivity. This decline in productivity started during the late 1960's and has resulted in a subsequent decline in competitiveness. Even more alarming is the fact that some third world countries have overtaken South Africa regarding productivity, and are currently maintaining economical growth rates in excess of five percent per annum. Another trend of modern times is the rapid growth in the number of white-collar workers (including knowledge workers). This rise of the knowledge worker is a result of the swing towards technology- and service organizations. It is thus clear that. the importance of knowledge worker productivity cannot be underestimated. There are however a number of problems regarding the management and improvement of knowledge worker productivity. Most of these problems have their origin in the unique characteristics of knowledge work. The aim of this study is thus to investigate the problems regarding the measurement of knowledge work, methods of improving productivity in general as well as improving knowledge worker productivity specifically, and finally to develop a guideline for the management and improvement of knowledge worker productivity. The study begins with a thorough literature study regarding productivity, knowledge workers and productivity improvement techniques. Following this is an empirical study to investigate certain specific factors which influence productivity. Finally a conclusion is made, resulting in a guideline for the management and improvement of knowledge worker productivity.
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- Authors: Styger, Deon Petrus Johannes
- Date: 2015-03-18
- Subjects: Industrial productivity , Labor productivity , White collar workers
- Type: Thesis
- Identifier: uj:13447 , http://hdl.handle.net/10210/13484
- Description: M.Com. (Business Management) , A high level of productivity is of utmost importance to any nation seeking economical growth and stability. However, South Africa has fallen behind its most important trading partners regarding levels of productivity. This decline in productivity started during the late 1960's and has resulted in a subsequent decline in competitiveness. Even more alarming is the fact that some third world countries have overtaken South Africa regarding productivity, and are currently maintaining economical growth rates in excess of five percent per annum. Another trend of modern times is the rapid growth in the number of white-collar workers (including knowledge workers). This rise of the knowledge worker is a result of the swing towards technology- and service organizations. It is thus clear that. the importance of knowledge worker productivity cannot be underestimated. There are however a number of problems regarding the management and improvement of knowledge worker productivity. Most of these problems have their origin in the unique characteristics of knowledge work. The aim of this study is thus to investigate the problems regarding the measurement of knowledge work, methods of improving productivity in general as well as improving knowledge worker productivity specifically, and finally to develop a guideline for the management and improvement of knowledge worker productivity. The study begins with a thorough literature study regarding productivity, knowledge workers and productivity improvement techniques. Following this is an empirical study to investigate certain specific factors which influence productivity. Finally a conclusion is made, resulting in a guideline for the management and improvement of knowledge worker productivity.
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Suid-Afrika en Suid-Korea : produktiwiteitsverskille
- Authors: Du Plessis, Andre P.
- Date: 2015-09-10
- Subjects: Labor productivity - South Africa , Labor productivity - Korea (South) , Labor productivity
- Type: Thesis
- Identifier: uj:14085 , http://hdl.handle.net/10210/14517
- Description: M.Com. , Please refer to full text to view abstract
- Full Text:
- Authors: Du Plessis, Andre P.
- Date: 2015-09-10
- Subjects: Labor productivity - South Africa , Labor productivity - Korea (South) , Labor productivity
- Type: Thesis
- Identifier: uj:14085 , http://hdl.handle.net/10210/14517
- Description: M.Com. , Please refer to full text to view abstract
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The benefits of a health and wellness strategy in a corporate environment
- Mphahlele, Adelaide Raesetje
- Authors: Mphahlele, Adelaide Raesetje
- Date: 2016
- Subjects: Industrial hygiene , Absenteeism (Labor) , Labor productivity
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225840 , uj:22819
- Description: M.Com. (Business Management) , Abstract: Although the concept of having health and wellness programmes in a workplace is appealing to employees, the question that must be asked is whether or not employers are seeing the benefits of those initiatives. The aim of this research was to investigate the benefits of a health and wellness strategy in a corporate environment. The researcher analysed what employees want and what they perceive as effective and beneficial to them. She also made recommendations, directed at the management of University X, about what should be done to establish and maintain an effective health and wellness strategy for employees. A qualitative, cross-sectional, time-based research design was used. The researcher developed a semi-structured, open-ended interview schedule consisting of ten questions. The intention was to collect data from a purposive sample of nine female administration employees at the Faculty of Management of University X. The nine employees who were sampled consisted of one head of faculty administration, two course co-ordinators, three senior faculty officers, two faculty officers and one faculty administration assistant. The interview questions were based on themes and concepts suggested by a review of the relevant literature on the topic of employee health and well-being and its relationship to organisational performance and productivity. The findings revealed that employees are aware of the positive relationship between health and wellness and productivity. The findings also strongly suggested that time is the biggest constraint for employees wanting to improve their health. Lastly, employees raised concerns about the necessity for rigid working hours, as this prevents them from using the health and wellness facilities that University X offers. This research draws attention to new information about the value of health and wellness in a corporate environment, the benefits of a health and wellness initiative and the possible drawbacks of health and wellness programmes in such a context.
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- Authors: Mphahlele, Adelaide Raesetje
- Date: 2016
- Subjects: Industrial hygiene , Absenteeism (Labor) , Labor productivity
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225840 , uj:22819
- Description: M.Com. (Business Management) , Abstract: Although the concept of having health and wellness programmes in a workplace is appealing to employees, the question that must be asked is whether or not employers are seeing the benefits of those initiatives. The aim of this research was to investigate the benefits of a health and wellness strategy in a corporate environment. The researcher analysed what employees want and what they perceive as effective and beneficial to them. She also made recommendations, directed at the management of University X, about what should be done to establish and maintain an effective health and wellness strategy for employees. A qualitative, cross-sectional, time-based research design was used. The researcher developed a semi-structured, open-ended interview schedule consisting of ten questions. The intention was to collect data from a purposive sample of nine female administration employees at the Faculty of Management of University X. The nine employees who were sampled consisted of one head of faculty administration, two course co-ordinators, three senior faculty officers, two faculty officers and one faculty administration assistant. The interview questions were based on themes and concepts suggested by a review of the relevant literature on the topic of employee health and well-being and its relationship to organisational performance and productivity. The findings revealed that employees are aware of the positive relationship between health and wellness and productivity. The findings also strongly suggested that time is the biggest constraint for employees wanting to improve their health. Lastly, employees raised concerns about the necessity for rigid working hours, as this prevents them from using the health and wellness facilities that University X offers. This research draws attention to new information about the value of health and wellness in a corporate environment, the benefits of a health and wellness initiative and the possible drawbacks of health and wellness programmes in such a context.
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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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- 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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