An evaluation of the interventions utilized by manufacturing organizations in the Eastern Cape to ensure the optimal implementation and functioning of self-directed work teams
- Authors: Mey, Michelle Ruth
- Date: 2001
- Subjects: Self-directed work teams , Teams in the workplace
- Language: English
- Type: Thesis , Masters , MTech (Human Resources Management)
- Identifier: vital:10870 , http://hdl.handle.net/10948/61 , Self-directed work teams , Teams in the workplace
- Description: Organisations worldwide are attempting to increase individual job satisfaction, productivity and efficiency by implementing work teams. This research study evaluates the interventions considered necessary to optimally implement and maintain self-directed work teams (SDWTs). In order to complete this study it was necessary to address the characteristics associated with SDWTs, problems commonly experienced during implementation and functioning of SDWTs and the identification of the interventions used to promote the successful implementation and maintenance of SDWTs. These objectives were achieved by means of a comprehensive literature study. Subsequent to the literature study, a process model for the successful implementation and maintenance of a SDWT within a South African organization was developed. Thereafter, a questionnaire was developed based on the findings of the literature study and distributed to a randomly selected population. The objective of the questionnaire was to evaluate the interventions utilized during the implementation and maintenance of SDWTs. The results of the empirical study were statistically analysed and interpreted. Finally, conclusions and recommendations were made. The most important recommendations are as follows: Firstly, the trade union must be consulted and involved in the decision to implement SDWTs. Members of the team must be exposed to training interventions prior to the implementation of the SDWT. Thereafter, team members must undergo advanced training in interpersonal and problemsolving skills. Salary and reward structures within the organisation must be adapted to suit a teambased environment. Finally, the success of the SDWT will depend on the support provided by management. Management needs to exhibit total commitment to the change on a continuous basis.
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- Date Issued: 2001
The assessment of first-line management competencies at a selected automotive manufacturer using a recognition of prior learning approach
- Authors: Poisat, Paul
- Date: 2001
- Subjects: Executives -- Rating of , Automobile industry and trade -- Management -- Case studies
- Language: English
- Type: Thesis , Masters , MTech (Human Resources Management)
- Identifier: vital:10871 , http://hdl.handle.net/10948/41 , Executives -- Rating of , Automobile industry and trade -- Management -- Case studies
- Description: This research addresses the problem of determining which managerial competencies first-line managers operating in a world class organisation should have. To achieve this objective a three-step method was followed. Firstly, an approach had to be found for the assessment of managerial competencies at the selected organisation involved in the research project. A comprehensive literature survey was conducted in an attempt to establish an approach and identify management competencies for first-line managers. Secondly, the recognition of prior learning (RPL) approaches appropriate to first-line managers were investigated and synthesized with the managerial competence approach of step one. Finally, the managerial competencies were assessed utilising the matrix of managerial competence instrument developed in accordance with the findings of the research. The information obtained from the literature study and from the candidates who were assessed resulted in various findings and recommendations. Using the matrix of managerial competence instrument, it was found that the majority of first-line managers at the organisation were competent. Notwithstanding this finding, a major recommendation is that the organisation should become more future and development orientated in its training strategy. Finally, the research project has created the foundation for the development of a managerial competency model at the selected organisation. Findings of the literature survey and development of the RPL instrument provide guidelines for future RPL initiatives, both at the selected organisation and at the Port Elizabeth Technikon.
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- Date Issued: 2001