An assessment of employee perceptions towards performance appraisal with special reference to statistics South Africa, Eastern Cape
- Authors: Mniki, Sicelo
- Date: 2015
- Subjects: Employees -- Rating of -- South Africa -- Eastern Cape Performance standards
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: http://hdl.handle.net/10948/9935 , vital:26634
- Description: The aim of this study was to assess the perceptions of employees towards performance appraisal (PA) with special reference to Statistics South Africa (Stats SA) in the Eastern Cape Province. The research objectives included, inter alia; assessing employee perceptions towards effective administration of PAs, assessing perceptions of employees towards the fairness of the PA process, identifying the motivating factors for the improvement of employee performance and identifying the challenges facing the PA process. To achieve these objectives, a mixed methods research approach was used. The mixed methods approach utilised a combination of qualitative and quantitative research methods. The sample was selected using a purposive sampling technique whereby employees with tenure of at least one year and above in the organisation were targeted. Employees who met this criterion were considered to have reasonable understanding of the PA process and practice of Stats SA. The literature review for this study revealed that employee perceptions towards the PA process are crucial in determining the long-term effectiveness of the PA system. It also emerged that the appraisal process can become a source of extreme dissatisfaction when employees believe the system is biased, political or irrelevant. The findings revealed that 65% of employees perceive the administration of PAs as ineffective whilst 35% of employees consider PA administration at Stats SA to be effective. Ineffective administration of PA was further confirmed by 81% of managers who stated that the evaluation process is not integrated effectively with other human resource (HR) processes at Stats SA. Furthermore, 58% of employees are not satisfied with the fairness of the appraisal process. These negative perceptions towards the PA process were reaffirmed by 88% of managers who also indicated that they are not satisfied with the fairness of the PA process. The research showed that the motivating factors for improving job performance include allocation of adequate resources, training, recognition and appreciation, improved communication along with a good working relationship as well as a performance bonus. According to the research findings, 45% of employees consider the current Performance Management System (PMS) at Stats SA as having a motivational effect on staff to improve their performance whilst 42% held a contrary view and 13% were unsure. The respondents identified the challenges facing the PA process at Stats SA, namely; favouritism and bias, dropping of scores by the provincial moderating committee without clarifying the criteria followed, supervisors scoring themselves high whilst scoring those who are doing the work on the ground low, failure by HR to provide guidance and training on performance management (PM), failure by supervisors to provide performance feedback after the appraisal process, failure to comply with PM policies and procedures, the ambiguous role of the provincial moderating committee, and a narrow focus on monetary reward. The findings suggest that the effectiveness of a Performance Management System (PMS) such as the Performance Appraisal System depends on the achievement of various purposes and objectives for which the PMS is designed and implemented in an organisation. This requires managers and supervisors to be fully involved and committed in the day to day management of employee performance in order to ensure that the strategic goals of the organisation are fully achieved.
- Full Text:
- Date Issued: 2015
- Authors: Mniki, Sicelo
- Date: 2015
- Subjects: Employees -- Rating of -- South Africa -- Eastern Cape Performance standards
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: http://hdl.handle.net/10948/9935 , vital:26634
- Description: The aim of this study was to assess the perceptions of employees towards performance appraisal (PA) with special reference to Statistics South Africa (Stats SA) in the Eastern Cape Province. The research objectives included, inter alia; assessing employee perceptions towards effective administration of PAs, assessing perceptions of employees towards the fairness of the PA process, identifying the motivating factors for the improvement of employee performance and identifying the challenges facing the PA process. To achieve these objectives, a mixed methods research approach was used. The mixed methods approach utilised a combination of qualitative and quantitative research methods. The sample was selected using a purposive sampling technique whereby employees with tenure of at least one year and above in the organisation were targeted. Employees who met this criterion were considered to have reasonable understanding of the PA process and practice of Stats SA. The literature review for this study revealed that employee perceptions towards the PA process are crucial in determining the long-term effectiveness of the PA system. It also emerged that the appraisal process can become a source of extreme dissatisfaction when employees believe the system is biased, political or irrelevant. The findings revealed that 65% of employees perceive the administration of PAs as ineffective whilst 35% of employees consider PA administration at Stats SA to be effective. Ineffective administration of PA was further confirmed by 81% of managers who stated that the evaluation process is not integrated effectively with other human resource (HR) processes at Stats SA. Furthermore, 58% of employees are not satisfied with the fairness of the appraisal process. These negative perceptions towards the PA process were reaffirmed by 88% of managers who also indicated that they are not satisfied with the fairness of the PA process. The research showed that the motivating factors for improving job performance include allocation of adequate resources, training, recognition and appreciation, improved communication along with a good working relationship as well as a performance bonus. According to the research findings, 45% of employees consider the current Performance Management System (PMS) at Stats SA as having a motivational effect on staff to improve their performance whilst 42% held a contrary view and 13% were unsure. The respondents identified the challenges facing the PA process at Stats SA, namely; favouritism and bias, dropping of scores by the provincial moderating committee without clarifying the criteria followed, supervisors scoring themselves high whilst scoring those who are doing the work on the ground low, failure by HR to provide guidance and training on performance management (PM), failure by supervisors to provide performance feedback after the appraisal process, failure to comply with PM policies and procedures, the ambiguous role of the provincial moderating committee, and a narrow focus on monetary reward. The findings suggest that the effectiveness of a Performance Management System (PMS) such as the Performance Appraisal System depends on the achievement of various purposes and objectives for which the PMS is designed and implemented in an organisation. This requires managers and supervisors to be fully involved and committed in the day to day management of employee performance in order to ensure that the strategic goals of the organisation are fully achieved.
- Full Text:
- Date Issued: 2015
The impact of team emotional intelligence in team decision making at Transnet Port terminals
- Authors: Mtunzini, Samnkelisiwe
- Date: 2013
- Subjects: Teams in the workplace , Emotional intelligence
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8851 , http://hdl.handle.net/10948/d1020121
- Description: Numerous decisions in organisations are made by teams, groups or committees. The need for group decision making is brought about by the increased complexity of many decisions which require specialised knowledge in numerous areas usually not possessed by one person. As such there has also been an inherent recognition that different members bring different contributions and that a marshalling of these contributions enhances decision-making. Most research about how to make teams more effective has focused on identifying the task processes that distinguish the most successful teams - that is specifying the need for collaboration, involvement and commitment to goals. The assumption seems to be that, once identified; these processes can simply be imitated by other teams, with similar effects but it is not the case since they do not take the level of the team’s emotional intelligence into consideration. Emotional intelligence should always be considered in a team setting since teamwork is an inherently social activity and as such emotions play an important role in team processes including decision making. Surprisingly the study of the effects of emotions and emotional intelligence in decision making at group level is a relatively new research avenue. Research indicates that emotional intelligence has been the subject of a significant amount of literature for a number of years. However little has been contributed to how the behaviours associated with emotional intelligence may be practically applied to enhance both individual and group decision-making. Druskat and Wolff (2001a and 2001b) proposed a model for emotional intelligence at the group level. According to their model, groups develop a set of behavioural norms called the Group Emotional Competence Norms (GEC norms) which guide the emotional experience in groups. The proposed model by Druskat and Wolff was used to define and measure group emotional intelligence in this study. The aim of the study was to establish whether there was a relationship between team emotional intelligence and team decision making at Transnet Port Terminal’s Ngqura Container Terminal. The findings of the literature study and the empirical study were combined to evaluate whether team emotional intelligence affected team decision making in the chosen population.The literature study suggested that there was a relationship between team emotional intelligence and team decision making. The empirical study confirmed the relationship between group emotional intelligence and group decision making but failed to confirm whether the chosen population consisted of teams.
- Full Text:
- Date Issued: 2013
- Authors: Mtunzini, Samnkelisiwe
- Date: 2013
- Subjects: Teams in the workplace , Emotional intelligence
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8851 , http://hdl.handle.net/10948/d1020121
- Description: Numerous decisions in organisations are made by teams, groups or committees. The need for group decision making is brought about by the increased complexity of many decisions which require specialised knowledge in numerous areas usually not possessed by one person. As such there has also been an inherent recognition that different members bring different contributions and that a marshalling of these contributions enhances decision-making. Most research about how to make teams more effective has focused on identifying the task processes that distinguish the most successful teams - that is specifying the need for collaboration, involvement and commitment to goals. The assumption seems to be that, once identified; these processes can simply be imitated by other teams, with similar effects but it is not the case since they do not take the level of the team’s emotional intelligence into consideration. Emotional intelligence should always be considered in a team setting since teamwork is an inherently social activity and as such emotions play an important role in team processes including decision making. Surprisingly the study of the effects of emotions and emotional intelligence in decision making at group level is a relatively new research avenue. Research indicates that emotional intelligence has been the subject of a significant amount of literature for a number of years. However little has been contributed to how the behaviours associated with emotional intelligence may be practically applied to enhance both individual and group decision-making. Druskat and Wolff (2001a and 2001b) proposed a model for emotional intelligence at the group level. According to their model, groups develop a set of behavioural norms called the Group Emotional Competence Norms (GEC norms) which guide the emotional experience in groups. The proposed model by Druskat and Wolff was used to define and measure group emotional intelligence in this study. The aim of the study was to establish whether there was a relationship between team emotional intelligence and team decision making at Transnet Port Terminal’s Ngqura Container Terminal. The findings of the literature study and the empirical study were combined to evaluate whether team emotional intelligence affected team decision making in the chosen population.The literature study suggested that there was a relationship between team emotional intelligence and team decision making. The empirical study confirmed the relationship between group emotional intelligence and group decision making but failed to confirm whether the chosen population consisted of teams.
- Full Text:
- Date Issued: 2013
A preliminary investigation and photographic atlas of nodules found in the Bokkelveld group (Gydo formation), Steytlerville district, South Africa
- Authors: Browning, Claire
- Date: 2009
- Subjects: Gydo formation -- South Africa , Formations (Geology) -- South Africa -- Western Cape , Formations (Geology) -- South Africa -- Eastern Cape , Groups (Stratigraphy) -- South Africa -- Western Cape , Geology -- Stratigraphic , Bokkeveld group (South Africa)
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:10656 , http://hdl.handle.net/10948/927 , Gydo formation -- South Africa , Formations (Geology) -- South Africa -- Western Cape , Formations (Geology) -- South Africa -- Eastern Cape , Groups (Stratigraphy) -- South Africa -- Western Cape , Geology -- Stratigraphic , Bokkeveld group (South Africa)
- Description: Nodules within the lower Bokkeveld shales often contain well-preserved invertebrate fossil material. The aim of this study was to describe some characteristics seen at various scales (macro-, micro- and ultra -) within nodules that might contribute to an understanding of aspects of nodule formation and the reasons for the excellent preservation of the fossil material within these nodules. Detailed, high quality macro-photographs were taken of sliced and whole nodule surfaces and a catalogue was produced to tentatively identify fossils present and illustrate the variations seen within nodules. Selected nodules were then subjected to petrographic, ultra-structural (SEM) and some chemical (EDS, XRD & XRF) analysis to investigate the possible reasons for these variations. The chemical results have indicated that nodules are enriched with quartz compared to the surrounding shale. Quartz is also the dominant mineral replacing trilobite carapace material within nodules, while trilobite material within shales is replaced with equal proportions of hematite, biotite and quartz. It appears that the higher resistance of quartz to weathering is the dominant factor leading to the preservation of both nodules within the shales and trilobite material within the nodules examined. A comparison with some Western Cape nodules highlighted possible variations in overall nodule chemical composition along strike. Western Cape nodules are predominantly composed of apatite whereas the Cockscomb nodules are mainly composed of quartz. This quartz-apatite compositional variation in nodules occurring within a single formation has been reported from nodules found in the Armorican Massif of France which are very similar in a number of respects to the Bokkeveld nodules described in this study. Based on various features of the fossils present and the structure of nodules they were probably formed during early diagenesis within an epeiric marine deposit greatly affected by sea level fluctuations.
- Full Text:
- Date Issued: 2009
- Authors: Browning, Claire
- Date: 2009
- Subjects: Gydo formation -- South Africa , Formations (Geology) -- South Africa -- Western Cape , Formations (Geology) -- South Africa -- Eastern Cape , Groups (Stratigraphy) -- South Africa -- Western Cape , Geology -- Stratigraphic , Bokkeveld group (South Africa)
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:10656 , http://hdl.handle.net/10948/927 , Gydo formation -- South Africa , Formations (Geology) -- South Africa -- Western Cape , Formations (Geology) -- South Africa -- Eastern Cape , Groups (Stratigraphy) -- South Africa -- Western Cape , Geology -- Stratigraphic , Bokkeveld group (South Africa)
- Description: Nodules within the lower Bokkeveld shales often contain well-preserved invertebrate fossil material. The aim of this study was to describe some characteristics seen at various scales (macro-, micro- and ultra -) within nodules that might contribute to an understanding of aspects of nodule formation and the reasons for the excellent preservation of the fossil material within these nodules. Detailed, high quality macro-photographs were taken of sliced and whole nodule surfaces and a catalogue was produced to tentatively identify fossils present and illustrate the variations seen within nodules. Selected nodules were then subjected to petrographic, ultra-structural (SEM) and some chemical (EDS, XRD & XRF) analysis to investigate the possible reasons for these variations. The chemical results have indicated that nodules are enriched with quartz compared to the surrounding shale. Quartz is also the dominant mineral replacing trilobite carapace material within nodules, while trilobite material within shales is replaced with equal proportions of hematite, biotite and quartz. It appears that the higher resistance of quartz to weathering is the dominant factor leading to the preservation of both nodules within the shales and trilobite material within the nodules examined. A comparison with some Western Cape nodules highlighted possible variations in overall nodule chemical composition along strike. Western Cape nodules are predominantly composed of apatite whereas the Cockscomb nodules are mainly composed of quartz. This quartz-apatite compositional variation in nodules occurring within a single formation has been reported from nodules found in the Armorican Massif of France which are very similar in a number of respects to the Bokkeveld nodules described in this study. Based on various features of the fossils present and the structure of nodules they were probably formed during early diagenesis within an epeiric marine deposit greatly affected by sea level fluctuations.
- Full Text:
- Date Issued: 2009
An optimal skills development planning and implementation process flow model for local government
- Authors: Dowd-Krause, Amanda
- Date: 2009
- Subjects: Employees -- Training of -- South Africa -- Nelson Mandela Bay Municipality , Skilled labor -- South Africa -- Nelson Mandela Bay Municipality , Skilled labor -- Government policy -- South Africa -- Nelson Mandela Bay Municipality , Local government -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8668 , http://hdl.handle.net/10948/1211 , Employees -- Training of -- South Africa -- Nelson Mandela Bay Municipality , Skilled labor -- South Africa -- Nelson Mandela Bay Municipality , Skilled labor -- Government policy -- South Africa -- Nelson Mandela Bay Municipality , Local government -- South Africa -- Nelson Mandela Bay Municipality
- Description: The purpose of this study was to develop an optimal skills development planning and implementation process flow model for application within local government authorities, more specifically for application within the Nelson Mandela Bay Municipality. To achieve this, a literature review was conducted which provided for an understanding on how skills development structures and strategies have changed in recent times and how the laws which provide the framework and landscape for skills development in South Africa, have been adapted to accommodate these changes. The literature review continued with an analysis of various theoretical training and skills development models in order to determine an optimal systematic approach to training and development in South Africa, and to determine the sequential flow of skills planning and implementation process flow steps. From the literature and theoretical models, an all-embracing skills development planning and implementation process flow model was developed for implementation in local government authorities. This model was used as the basis for the development of a survey questionnaire to establish to what extent metropolitan municipalities, agreed or disagreed, that it implemented the aspects of the proposed model developed in this study. Structured interviews were conducted using the survey questionnaire. The results obtained were used to adapt the theoretical model, and to align it with the viewpoints of the majority of the respondents. Although various facets of skills development were found to be implemented across metropolitan municipalities, the majority of the municipalities did not apply optimal skills planning, nor did they apply optimal sequential process steps to ensure effective and efficient skills development. iv The empirical study established without a doubt that a dire need exists for an optimal skills development planning and implementation process flow model within local government authorities. Based on the analysis and interpretation of the research findings, the model proposed for local government authorities was customised to produce a process flow model to facilitate optimal skills development planning and implementation within the Nelson Mandela Bay Municipality.
- Full Text:
- Date Issued: 2009
- Authors: Dowd-Krause, Amanda
- Date: 2009
- Subjects: Employees -- Training of -- South Africa -- Nelson Mandela Bay Municipality , Skilled labor -- South Africa -- Nelson Mandela Bay Municipality , Skilled labor -- Government policy -- South Africa -- Nelson Mandela Bay Municipality , Local government -- South Africa -- Nelson Mandela Bay Municipality
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8668 , http://hdl.handle.net/10948/1211 , Employees -- Training of -- South Africa -- Nelson Mandela Bay Municipality , Skilled labor -- South Africa -- Nelson Mandela Bay Municipality , Skilled labor -- Government policy -- South Africa -- Nelson Mandela Bay Municipality , Local government -- South Africa -- Nelson Mandela Bay Municipality
- Description: The purpose of this study was to develop an optimal skills development planning and implementation process flow model for application within local government authorities, more specifically for application within the Nelson Mandela Bay Municipality. To achieve this, a literature review was conducted which provided for an understanding on how skills development structures and strategies have changed in recent times and how the laws which provide the framework and landscape for skills development in South Africa, have been adapted to accommodate these changes. The literature review continued with an analysis of various theoretical training and skills development models in order to determine an optimal systematic approach to training and development in South Africa, and to determine the sequential flow of skills planning and implementation process flow steps. From the literature and theoretical models, an all-embracing skills development planning and implementation process flow model was developed for implementation in local government authorities. This model was used as the basis for the development of a survey questionnaire to establish to what extent metropolitan municipalities, agreed or disagreed, that it implemented the aspects of the proposed model developed in this study. Structured interviews were conducted using the survey questionnaire. The results obtained were used to adapt the theoretical model, and to align it with the viewpoints of the majority of the respondents. Although various facets of skills development were found to be implemented across metropolitan municipalities, the majority of the municipalities did not apply optimal skills planning, nor did they apply optimal sequential process steps to ensure effective and efficient skills development. iv The empirical study established without a doubt that a dire need exists for an optimal skills development planning and implementation process flow model within local government authorities. Based on the analysis and interpretation of the research findings, the model proposed for local government authorities was customised to produce a process flow model to facilitate optimal skills development planning and implementation within the Nelson Mandela Bay Municipality.
- Full Text:
- Date Issued: 2009
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