Evaluating motivational levels of employees in a contemporary South African organisation
- Authors: Van Wyk, Charl
- Date: 2011
- Subjects: Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8615 , http://hdl.handle.net/10948/1542 , Employee motivation
- Description: The main purpose of this study was to evaluate the motivational levels of employees at CompSol, a contemporary South African organisation. Research for the study included a literature study of both the content and process theories of motivation in order to identify those factors that are important to consider when evaluating the levels of employee motivation. An empirical study was conducted after the appropriate measuring instrument was developed. The purpose of the measuring instrument was to identify the rank importance of these identified factors of motivation and to evaluate the levels of employee motivation by measuring the extent to which these factors are provided for in the organisation. A sample was selected from the target population, via cluster sampling, from the largest functional department within the organisation, namely the Claims processing department. The group’s dominant locus of control was also measured through the use of an appropriate measuring instrument. The major findings indicated that some of the factors of motivation were provided for to a great extent, while others had serious shortcomings. The findings were grouped into the different job title categories of the respondents in order to compare the overall responses of the groups, aimed at identifying trends, commonalities and differences. Findings also indicated that the majority of the participants have an external locus of control. The researcher suggested certain recommendations for those areas where findings indicated shortcomings, in an attempt to increase the overall levels of motivation within this specific functional department in the organisation.
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- Date Issued: 2011
Organisational factors impacting on employee retention
- Authors: Guma, Pendulwa Vuyokazi
- Date: 2011
- Subjects: Employee retention , Organizational change , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8616 , http://hdl.handle.net/10948/1530 , Employee retention , Organizational change , Employee motivation
- Description: Organisations must have a constant influx of candidates for potential employment. New employee positions are required as market areas are expanded. Recruitment occurs even in the face of limited growth or decline in service capacity, because individuals with specialised skills or training who leave the organisation must be replaced, and because services or technologies that have been revised or modified must be staffed. The recruitment of personnel plays an important role in assisting the organisation to adapt and remain competitive. The Eastern Cape Department of Economic Development and Environmental Affairs (DEDEA) employs a wide variety of workers. Thus, the sources of applicants and types of methods used to expand the applicant pool vary depending on the occupational classification being considered. It, therefore, becomes self-defeating to invest significant resources in a recruitment effort if such effort is offset by high turnover rates. Retention of employees is as essential as their recruitment. The purpose of this study was to investigate the organisational factors impacting on employee retention at DEDEA. The population for the study included 781 DEDEA employees. The response rate for the emailed questionnaire was 54 percent or 425 respondents. The Likert-type scale instrument consisted of forty questions divided into two sections: Section one looked at the demographic profile of the respondents and section two focused on getting responses on the five organisational impacting on v employee retention, namely: career development; compensation; positive recognition; staff engagement and management. In order to achieve the purpose of this study, the following research design was adopted: Step 1 A literature review was conducted to determine the various organizational factors impacting on employee retention. Step 2 From the literature review, a process model was adopted to assist the researcher in structuring the research questionnaire. Step 3 A questionnaire was constructed according to the principles and guidelines in steps 2 and step 3. Step 4 Empirical data was obtained by means of an email survey. Step 5 The results of the survey were analysed and interpreted. Step 6 The empirical results were integrated with Step 3. Step 7 Conclusions and recommendations were done. The main findings from the study were: - The study revealed a significant relationship between the selected organisational factors and employee retention. - The study also produced a model suitable for use by DEDEA as a guide in determining what initiatives the organisation should embark on to improve employee retention.
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- Date Issued: 2011
Remuneration and rewards strategies at the Nelson Mandela Metropolitan University
- Authors: Bobi, Lungiswa
- Date: 2011
- Subjects: Nelson Mandela Metropolitan University , Compensation management -- South Africa , Employee retention -- South Africa -- Port Elizabeth , Incentives in industry , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9393 , http://hdl.handle.net/10948/d1021232
- Description: To be competitive, organisations need to ensure that all their resources are functioning at optimal level. The most important of these resources being its employees. This is because their commitment can guarantee the attainment of organisational goals. Commitment can be attained by an organisation through the payment of internally and externally competitive remuneration and reward packages, that communicate the value of the employees to the organisation. Remuneration and reward strategies are a critical tool for organisations, as they can motivate, attract and retain high performing employees. The theories of motivation, such as, the equity theory, state that employees compare their compensation with that of others and that if they perceive inequity, can be de-motivated or leave an organisation. Therefore, it is imperative for an organisation to ensure that its remuneration and reward strategy is aligned with its business strategy, to ensure clear communication of goals. In order to prevent labour turnover and to ensure commitment and retention, the employer needs to offer total rewards, which include base pay, benefits, variable performance pay, recognition and an enabling work environment. These can be effective as they meet all employee needs as in Maslow‟s hierarchy of needs and ensure the satisfaction of the organisation‟s need for goal attainment. To gain more insight, an empirical study was conducted at the Nelson Mandela Metropolitan University. The results of the survey indicated that the NMMU‟s remuneration and reward strategy contained certain elements of the total rewards strategy. These are variable pay in the form of a service bonus and benefits plus based pay. This strategy seems to be ineffective to motivate and retain employees due to lack of clear communication and recognition. To motivate and retain its employees, the NMMU should improve its communication and engage employees and unions in defining remuneration and reward strategies through collaboration.
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- Date Issued: 2011
Strategies impacting on a motivating climate and productivity
- Authors: Van Schalkwyk, Thomas Johannes
- Date: 2011
- Subjects: Employee motivation , Work environment
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9422 , http://hdl.handle.net/10948/d1021238
- Description: Globalisation and the falling of trade barriers across the world have changed the way organisations conduct their business. Organisations have to become more competitive to compete against local rivals and imported products. Employees fulfil a vital role in this strategy and productive employees can enable organisations to accomplish this goal. Employees need to be motivated to contribute to the challenges of globalisation and ultimately the success of the organisation. Organisations therefore need to create a motivating climate wherein employees can perform. A number of motivational theories are recorded, but older theories make the assumption than an average human being exists. The more modern theories, which identify the relationship between dynamic variables, are more relevant but to a large extent do not consider the influence of trade unions. Trade unions are still very active in South Africa, and a combined effort by organisations and trade unions could result in a win-win outcome for both parties. Rewards and recognition drive behaviour which will result in enhanced productivity. Monetary rewards are the preferred incentive amongst employees, but the effect of training and development opportunities are often underestimated and under-utilised. Employees are generally eager to improve their skills levels, which could have a positive medium to long term impact on the organisation. Effective leadership is crucial to improved productivity and leaders have to create the environment for employees to perform. Traditional management styles are no longer effective and modern leaders have to develop their skills to achieve sustainability of the organisation.
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- Date Issued: 2011
Motivation and complexity : an exploration of a complexity approach in employee motivation with specific focus on a Lacanian model of desire
- Authors: Botha, Anton Ivan
- Date: 2010
- Subjects: Employee motivation , Employee morale , Incentive awards
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9400 , http://hdl.handle.net/10948/1232 , Employee motivation , Employee morale , Incentive awards
- Description: Since employee motivation contributes to overall organisational success, reliable motivation theory should inform management and reward practices. Yet, motivation theory is currently in a state of paralysis, with no constructive theorising taking place. Analysis of its methodological presuppositions reveals that it relies on out-dated binary thinking, prioritising, e.g. either a ‘machine-like’ (body driven) or ‘god-like’ (rationally driven) understanding of humanity. In this study it is argued that the revival of motivation theory requires a paradigmatic shift towards a complexity methodology because human motivation was found to be a complex system and must be theorised accordingly. It was found that McAdams’ theory of personality which brought together personality traits, conditioning, and motives could form the basis of a complex theory of motivation. On this basis, a complex model was developed which incorporated elements of existing motivational theories. This model proposed that drives, which motivate behaviour, are a combination of instincts, needs, and desires, mediated by personality traits, rational processing, and conditioning. All of these interconnected elements, as well as biological and environmental conditions, have an impact on, and are influenced by one another. For the purposes of understanding employee motivation the element of desire was isolated as a potential means to value segment employees. A Lacanian theory was utilised to elaborate on the element of desire. This theory postulated that individuals tend to display a dominance is one of nine kinds and modes of desire. An instrument was developed to test the applicability of the Lacanian model. It was developed in five phases which included three pilot studies and two samplings. A total of 591 respondents participated in the empirical research study with 428 in the first sample and 70 in the second; the remaining 93 made up the pilot studies. Unlike the initial version of the instrument used in the first sample (n=428) the data obtained by the last version (n=70) revealed that the instrument held some form of reliability and validity. Once analysed through descriptive and inferential statistics the data supported the view that individuals tended to display dominance in a kind and mode of desire as per the Lacanian model, and sufficient variance existed to preliminarily conclude that this model could be used as a means to value segment employees. Recommendations were as follows: (1) that complexity methodology should inform future motivation theorising, (2) that the proposed complexity models be further empirically tested, (3) that an adequately complex, flexible rewards system be considered, (4) that both managers and employees make use of the developed instrument to aid them in the selection of rewards that will lead to increased satisfaction.
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- Date Issued: 2010
Labour hire: the impact of labour broking on employee job satisfaction and commitment in a number of Namibian organizations
- Authors: Shivangulula, Shirley Euginia
- Date: 2009
- Subjects: Temporary employment -- Namibia , Industrial relations -- Namibia , Employee motivation , Labor market -- Namibia , Labor policy -- Namibia
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:3054 , http://hdl.handle.net/10962/d1002563 , Temporary employment -- Namibia , Industrial relations -- Namibia , Employee motivation , Labor market -- Namibia , Labor policy -- Namibia
- Description: Over decades, job satisfaction has generated active empirical research. Similarly, organizational commitment, another attitudinal variable in the work domain, strongly related to, but distinctly different from job satisfaction, received comparatively equal research scrutiny. However, research on the impact of labour broking on employees’ job satisfaction and organizational commitment is nonexistent in Namibia. Using a quantitative approach, within a positivist paradigm, the purpose of this thesis was to examine the impact of labour broking on employees’ job satisfaction and organizational commitment as well as to determine the dynamics that mediate such experiences. These experiences were examined through a 5-dimensional, 72-item Job Descriptive Index and a 3-dimensional, 12-item Organizational Commitment Questionnaire over a sample size of 108 temporary and permanent employees, drawn through random probability sampling in a number of Namibian organizations that make use of labour hire services. These experiences were further amplified by face-to-face interviews over a sub sample of 20 employees. Data analysis was carried out using the chi-square, correlation, t-tests and multiple regression techniques of the STATISTICA software. Drawing on the principles of the multi dimensional theory of organizational commitment, the Cornell dispositional theory of job satisfaction and the temporary employee stigmatization model, results revealed that variables of employment status, tenure, inadequate income, inappropriate supervision and fear of job losses ahead of a newly proposed piece of legislat st labour hire ractices significantly influenced job satisfaction and organizational commitment of employees. Estimates indicate that for a mere change in tenure, job satisfaction levels will significantly rise by 0.26 units, whereas organizational commitment will augment by 0.03 units. However, for every N$ fall in employees’ pay, we can expect job satisfaction levels to decrease by 26%, but with significant effects. The study recommends that organizations must adopt policies that grant permanent tenure to all their employees, position them in respected and challenging jobs in which they will grow skills and ensure that all employees are remunerated with pay that signals their contribution to the organizations. In doing so, the negative effects of labour broking will disappear and employees will be satisfied with their jobs and Tommitted to their organizations.
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- Date Issued: 2009
Retention strategies for skilled SARS customs employees
- Authors: Lennie, Graeme Mark
- Date: 2008
- Subjects: Employee retention , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8704 , http://hdl.handle.net/10948/999 , Employee retention , Employee motivation
- Description: The South African Revenue Services (SARS) is an amalgamation of the former Departments of Customs and Excise, and the Receiver of Revenue. SARS obtained full autonomy from the Government in October 1997 in order for it to administer its own affairs. SARS has since made great strides in transforming its people and technology, although some growing pains are recently being experienced, i.e. the “retention question”. The problem statement, “What strategies can be implemented for retaining skilled employees within SARS Customs” is derived from a multitude of problematic issues currently being experienced world wide. Problem areas particular to South Africa, include: the mass exodus of white skilled labour; baby-boomers (aged 60 – 65) nearing retirement, affirmative action, employment equity, and a general lack of skills in the employment industry. An employee engagement survey (2007) conducted at SARS, shows figures that further exacerbates the problem. The objectives of the research were therefore, to conduct a literature study of employee retention strategies, investigate the research strategies currently being employed at SARS, the reasons for the low levels of employee engagement and to develop a strategic model for employee retention for use at SARS Customs in the Eastern Cape Region of South Africa The study takes the form of a case study, using quantitative and qualitative methods of research. A questionnaire was distributed to respondents, the results of which were analysed and presented. The findings show that SARS Customs is in a good position with regards to pay and benefits. Areas that require attention though are training, development and career management, effective supervision, and day-to-day activities.
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- Date Issued: 2008
The effects of assembly line-side supply on individuals employed in satellite operations within automotive manufacturers
- Authors: Bocchi, Carlo
- Date: 2001
- Subjects: Faurecia East London (Firm) , Job satisfaction , Employee motivation , Automobile industry and trade -- Management , Automobile industry and trade -- Case studies
- Language: English
- Type: Thesis , Masters , MTech (Business Administration)
- Identifier: vital:10849 , http://hdl.handle.net/10948/56 , Faurecia East London (Firm) , Job satisfaction , Employee motivation , Automobile industry and trade -- Management , Automobile industry and trade -- Case studies
- Description: The adoption of just-in-time in satellite operations within an automotive manufacturer, is rapidly becoming a trend within motor industry clusters. This type of organisation within an organisation adopts a lean structure to operate effectively and efficiently. The objective of this paper is to unveil factors which influence this type of workplace, particularly focusing on which factors which are relevant to Faurecia East London Plant. The literature study was used to illustrate the various theories relevant to manufacturing techniques, employee motivational and job satisfaction theories. The empirical study tested factors illustrated in the literature study. The empirical study was also to develop a specific model suitable for satellite organisations. The model presented together with the literature and empirical study was used to formulate findings and solve the main and sub-problems.
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- Date Issued: 2001