Relevant bibliographies by topics / Employee motivation – South Africa

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employee motivation – South Africa'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 February 2022

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Journal articles on the topic "Employee motivation – South Africa"

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Acha-Anyi, Paul Nkemngu, and Robson Masaraure. "An Analysis of Employee Motivation in a Multinational Context in Sub Saharan Africa." April 2021, Volume 10(2) (April 30, 2021): 575–91. http://dx.doi.org/10.46222/ajhtl.19770720.119.

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This study assesses motivational preferences of employees in a multinational context in Sub Saharan Africa. Using the Grundfos group operating sites in Ghana, Kenya and South Africa as a case study, the study explores quantitative data on possible differences in employee motivational factors based on selected variables such as location, length of service and managerial status. Questionnaires were employed in collecting data from 131 participants from the three locations of Grundfos Sub Saharan Africa (SSA). Results of the study reveal that the factor “equal treatment of employees” is considered most important among the respondents. It is also noted that there were no significant statistical differences among the participants based on the examined variables. Policy and practical implications of the findings of this study are discussed, particularly around the development and implementation of Human resources policies that address employee perceptions of equity. This study makes a contribution to existing literature on employee motivation in multinational settings.
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W. Dzansi, Lineo, Crispen Chipunza, and Denis Y. Dzansi. "Impact of municipal employees’ perceptions of fairness in human resources management practices on motivation: evidence from a South African Province." Problems and Perspectives in Management 14, no. 1 (April 11, 2016): 138–49. http://dx.doi.org/10.21511/ppm.14(1-1).2016.01.

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In South Africa, the problem of service delivery cuts across all municipalities as manifested by citizen protests across the country on almost daily basis. To mitigate the costs associated with the protests, the South African government has placed emphasis on the role played by human resources management through instituting legislative frameworks, such as the the White Paper on Human Resource Management in the Public Service (1997). Despite this effort, the human resource management practices of municipalities continue to be criticized, by both municipal internal staff and citizenry. Service delivery in the South African context is regarded as one of the cornerstone indicators of how the government affords its citizens access to quality life as enshrined in its constitution. This paper is one of the studies based on the South African context attempting to explain the problem of service delivery by looking at perceived fairness in human resource management (HRM) practices by employees of municipalities and how such perceptions affect their motivation to work. Using the tenets of the organizational justice theory, the authors hypothesize that perceived HRM practices of municipalities can be predictors of employee motivation. Quantitative data collected from employees of nine randomly selected municipalities in the Free State Province are used to create indices for the different HRM practices as well as employee motivation. Significant correlation tests are performed. Results show a positive correlation between perceived fairness in the HRM practices of municipalities and employees’ motivation at .05 and .01 levels of significance. This means that fair HRM practices of municipalities promote employee motivation
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Mafini, Chengedzai. "Barriers to public supply chain management strategy implementation: an exploratory diagnosis." Problems and Perspectives in Management 14, no. 3 (September 6, 2016): 256–65. http://dx.doi.org/10.21511/ppm.14(3-1).2016.12.

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This paper investigated barriers to the implementation of public supply chain management strategy in the South African public sector. The public sector in South Africa faces serious supply chain management challenges that are detrimental to the effectiveness and efficiency of public sector operations. A structured questionnaire was administered to a sample of 309 public supply management professionals based in Gauteng Province, South Africa. Data were analyzed using the Statistical Packages for the Social Sciences (SPSS version 23.0). The Exploratory Factor Analysis (EFA) using the Principal Components Analysis (CPA) technique was applied to identify the intended barriers. Seven factors which are the barriers to supply chain management strategy implementation; namely, management practices, human resource capabilities, customer service, external orientation, internal communication, innovation and employee motivation were extracted. Management practices emerged as the most influential barrier after the application of the mean score ranking technique. Keywords: public supply chain management, management practices, human resource capabilities, customer service, external orientation, internal communication, innovation and employee motivation. JEL Classification: H57
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Govender, Krishna, and M. Mapuranga. "The Evaluation of Leadership Development at a State Owned Enterprise in South Africa." International Journal of Management Excellence 13, no. 2 (August 31, 2019): 1930–34. http://dx.doi.org/10.17722/ijme.v13i2.1109.

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The study was sparked by concerns in the Human Resources Department at Denel, a State Owned Company/Enterprise in South Africa, regarding the state of leadership in the organization. The concerns were primarily that the leadership style in general, was ‘command and control’ - autocratic, bureaucratic and lacking the necessary commercial mindset and emotional intelligence needed to deal with employees from a motivational and employee-engagement perspective. The purpose of the research was to conduct an investigation into leadership at Denel and to analyse the perceptions, opinions and concerns of all stakeholders in the company. A qualitative research methodology was used and the findings confirmed that leadership styles at Denel were indeed traditional command and control, autocratic, lacked a commercial mindset and lacked emotional intelligence. Furthermore, the existing repertoire of leadership development programmes lacked work-based application relevance and the leadership development approaches were haphazard, with no proper focus and direction. Furthermore, there was no measurement of the impact of the leadership development interventions in the company to determine the return on investment. The recommendation is that leaders at Denel should create a culture of talent optimization, be transformed into business leaders and ensure employee motivation and engagement levels are enhanced within the company.
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Essop, Ridwaan, and Muhammad Ehsanul Hoque. "The impact of emotional intelligence on employee motivation in the construction industry in South Africa." International Journal of Work Organisation and Emotion 9, no. 2 (2018): 125. http://dx.doi.org/10.1504/ijwoe.2018.093254.

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Hoque, Muhammad Ehsanul, and Ridwaan Essop. "The impact of emotional intelligence on employee motivation in the construction industry in South Africa." International Journal of Work Organisation and Emotion 9, no. 2 (2018): 125. http://dx.doi.org/10.1504/ijwoe.2018.10014498.

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Boonzaier, Billy, and Michèle Boonzaier. "The job diagnostic survey: A functional tool for South African managers." South African Journal of Business Management 25, no. 3 (September 30, 1994): 101–9. http://dx.doi.org/10.4102/sajbm.v25i3.849.

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Current literature on manpower problems in South Africa has hardly focused on what should be done to improve jobs in order to create job experiences that will fulfil employee goals and organizational goals simultaneously. While the focus has been on the environmental (economic, social, political) and organizational (human resources policies, e.g. affirmative action) components of human resources management, in this article the authors provide guidelines to facilitate a process through which South African managers can practically achieve the optimal fit between current employees and their jobs. A theory that specifies when workers will display motivation, satisfaction and productive behaviour is reviewed. The accompanying diagnostic instrument is presented with South African norms for use by managers of change. Where remedial action is required, guidelines are proposed to assist managers in planning for an enriched work-place. The authors conclude that this approach represents a powerful strategy that can help organizations achieve their goals as well as meeting the needs of contemporary employees for a more meaningful work experience. This approach ensures that changes in the workplace are brought about on the basis of relevant information regarding the characteristics of jobs and the needs of workers, which is, in turn, based upon fundamental psychological rules and buttressed by South African findings that the theory is empirically sound.
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W.D, Thwala. "Motivators of Construction Workers in the South African Construction Sites: A Case Study." Journal of Economics and Behavioral Studies 4, no. 11 (November 15, 2012): 625–34. http://dx.doi.org/10.22610/jebs.v4i11.363.

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Construction industry involves laborious and hazard work because of its demands it requires energetic and enthusiastic people and this are the attributes that in most cases young people poses. Construction industry stakeholder should shift their attention and prioritize the motivation of its workers since the industry has a way of cubing poverty and uplifting the county’s economy. This study used data from both primary and secondary sources a special focus on leadership and human resource management context. A survey was conducted with managers and employees regarding motivation on construction site were conducted at different parts of Gauteng. Furthermore, employees work because they obtain something that they need from work and that something obtained from work impacts morale, employee motivation, and the quality of life. Workforce motivation affects productivity. Because most of the activities are done under difficult conditions including harsh weather conditions, to make it attractive employees should be motivated to carry out different activities. Motivators should be in place to improve the chances of the industry’s competitiveness both locally and internationally.
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Nemarumane, M., and C. Mbohwa. "Reengineering a Workplace to Improve Layout: A Study of a South African Design Studio." Advanced Materials Research 367 (October 2011): 293–99. http://dx.doi.org/10.4028/www.scientific.net/amr.367.293.

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This paper focuses on the redesign of the No-Limits Design Studio’s layout with a view to improve its organisational efficiency and effectiveness. It was found that the studio’s existing layout resulted in employee stress, low employee motivation, low customer satisfaction, and also to employees not performing at their full potential. Data were collected using interviews, to reveal the problems that existed within the studio from both the customers’ and employees’ viewpoints. Non-participatory observations were also conducted and these focused mainly on the studio’s daily operations and activities over a period of one year through action research methods involving on-the-job experiential learning. The study demonstrated that, for an organizational layout to be effective, the organization has to plan the desired layout, implement the layout according to the plan and integrate it to form part of the organization’s culture. It was found out that the studio should redesign its layout, focus on the motivation of employees and improve conflict management strategies in order to improve its organizational capabilities.
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Vermeulen, Leopold, and Retha Wiesner. "Downsizing and the survivor syndrome: The South African case." South African Journal of Economic and Management Sciences 3, no. 3 (September 30, 2000): 387–402. http://dx.doi.org/10.4102/sajems.v3i3.2618.

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The purpose of this study was to obtain empirical data about the effect of workforce reduction on "survivors" in the public (n=158) and private (n=71) sectors in South Africa. Analysis of the effects of workforce reduction indicated that downsizing affected the survivors negatively. Employee morale, staff commitment and motivation plummeted, while job dissatisfaction and concern about job security increased conspicuously. It was found that the negative effects were more prevalent in the public than the private sector. Depth and frequency of downsizing seem not to intensify the survivor syndrome.
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Dissertations / Theses on the topic "Employee motivation – South Africa"

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Giesser, Anne. "A comparison of extrinsic and intrinsic motivators between Germany and South Africa." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021063.

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This thesis explored different perceptions of extrinsic and intrinsic motivation in an intercultural context. The main objective of this study was to investigate similarities and differences concerning extrinsic and intrinsic motivation in the workplace between the German and the South African culture by examining individuals with working experience and tertiary education. It provides background information about motivation and a historical overview of previous and current motivational theories as well as cultural influences and differences. In addition, regarding the two cultures the researcher aimed to investigate similarities and differences between other demographics such as gender, age and income. The literature review provides information about extrinsic and intrinsic motivation retrieved from previous research and puts it into an intercultural context. The researcher conducted a quantitative, exploratory study. The data was gathered using an existing research instrument, which was distributed online. The sample comprised 374 respondents. This sample was conducted by a combination of quota and snowball sampling. The obtained data is evaluated and presented in text and table form. The results revealed preferences for intrinsic motivators for the whole sample and higher motivation for the South African part of the sample. Demographic characteristics played a minor role.
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Gatyeni, Litha. "Strategies for retaining talented staff and knowledge managers : a case study." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/958.

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The South African government is currently targeting 6 per cent economic growth for the country (Mail & Guardian, 2006). The construction industry is one of the growing forces contributing to the current economic growth of South Africa. However, in the speech made by the president Thabo Mbeki, he highlighted the labour market as one of the key constraints to achieving higher and sustainable growth. It is believed that there is a skills shortage or a mismatch in the labour market (Mail & Guardian, 2006). The construction industry has seen a steady growth over the past number of years. When South Africa won the bid to host the 2010 world cup, this required more building work to be done, such as construction of stadia, hotels, etc. This has put further strain in the construction industry. As the work load increases, the companies in the industry require more resources, with the human resources being the most affected. This has seen a high rate of talented staff turnover in the industry as companies seek to increase their capacity to allow them cope with the current work load. The consulting engineering industry plays a critical role of the construction industry. The selected company is part of the electrical and mechanical consulting engineering industry which has also been affected by the high talented staff turnover. The main purpose for this research was to identify retention strategies that can be used by the selected company to reduce the turnover of their talented staff. The research also investigated methods to retain the knowledge within the company that was possibly lost due to a high talented staff turnover rate. The first step used to resolve the issues discussed above was to complete a full literature study. The literature study sought to reveal what characteristics were required in the company that ensured staff would be happy in that company and remain there for a long time. The literature study also covered what knowledge iv management methods can be used by the company to retain its valuable knowledge. Secondly, the views of current staff, ex-staff and management of the selected company on staff and knowledge management strategies were asked in an empirical study, which involved completing questionnaires and conducting structured interviews. Based on the findings of the literature study and the empirical study, the last step was to make recommendations on what strategies should be implemented to retain staff and knowledge for the selected company.
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Zwane, Themba Lambert. "The role of performance management in the motivation of employees : a case study." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1090.

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After a review of the literature relevant to performance management systems both over time and across different types of organizations, this thesis confines its research To a case study of the Role of Performance Management in The Motivation of Employees in an organization. Important insight was gained into the relative importance of the performance management practices to promote desired employee outcomes. In view thereof that a discussion of performance in organizations is incomplete without reference to the construct of organizational culture, this study also provided propositions to prompt further research on the role of performance management in reinforcing a high performance organizational culture. Insightful conclusions were drawn from the results obtained and recommendations are made for future research.
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Makapela, Lunathi Brian. "Staff motivation and job performance in the Frere Hospital maternity ward." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/8769.

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The topic of motivation continues to command substantial attention in the field of industrial or organisational psychology. Motivation has always been an essential factor in managing personnel and is a crucial variable in creating a high performance organization. Public administration research has largely ignored motivation as a topic, contrary to research of private sector management. Nurses represent one of the biggest profession group in South Africa's health care services and forms the vertebrae of the Primary Health Care in South Africa. South Africa has experienced large numbers of nurses immigrating to other foreign countries due to poor working conditions in South Africa. Government has a responsibility of ensuring that there is always a motivational climate in the institutions where nurses work. Several investigations have been conducted by various organisations regarding the state of South African Health Care System, due to a high rate of reported deaths in South African hospitals. Dispatch investigation team in 2005 revealed a number of findings that related to various motivational issues at the Eastern Cape Frere Hospital maternity ward. These motivational issues included but not limited shortage of nurses and doctors; use of interns on night duty without qualified doctors and anaesthetist; a cleaner confirmed to have been seen delivering a baby in the labour ward while wearing a doctor‟s coat, as well as accessing and dispensing medicine; no security to prevent people from wandering the labour ward and the entire maternity section; deaths due to negligence; inappropriate appointment of personnel, a situation causing problems for the nurses; employees complaining of work overload; absenteeism and sick leave leaving one nurse on duty at night in the nursery; lack of equipment like oxygen points, suction catheters, CPAPs and CTG machines, alleged by some nurses to be directly responsible for a number of avoidable deaths; staff shortages thus forcing inexperienced nurses to carry duties beyond their experience; detrimental shortages of labour beds; a general assistant dressed in a green nurse‟s gown rinsing blood-soaked linen before dishing up for, and serving food to patients, still wearing the same clothing. Since the Dispatch investigation and the subsequent investigations by political parties and the National Department of Health, no scientific research or investigation has been done around challenges at Frere Hospital maternity ward. The main purpose of this study is to investigate the levels of staff motivation and staff motivation levels' impact on job performance in the Frere Hospital maternity ward. In conducting this study the researcher explored five motivation theories which are amongst a group of motivational theories that have shaped worker motivation in both the public and private sectors. The study explored Maslow hierarchy of needs, Herzberg two factor theory, Vroom's expectancy theory, Locke's equity theory and Festinger‟s goal setting Theory. These theories were used with a view of gathering an understanding of staff motivation and job performance. The reasons for the researcher to choose these five motivational theories is that they are amongst the most popular theories used by scholars to measure staff motivation and performance both in the private and public sectors. These theories were also used due to their relevance to the organisation investigated. This study followed a quantitative approach and empirical study was conducted using a questionnaire with closed and open-ended questions. The empirical results from the nine sections researched showed some distinct findings, from which the following recommendations were drawn: management should consider employees' involvement during goal setting in the department; management should work towards building in job motivators into the employees’ jobs; management should ensure that there is a reputable performance reward and recognition system in place that is agreed upon with staff, instead of imposing the system; management should support nurses in ensuring that their working conditions and salaries and benefits are improved; and It is therefore the responsibility of managers to ensure that staff are always kept motivated in order to increase job performance.
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Simon, Bridgette Virginia. "The relationship between values-based leadership and employee engagement." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/20220.

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Sustaining competitiveness requires organisations to continuously reinvent themselves, consider both external influences as well as internal risk that may affect the company as a market leader. Organisations that have acknowledged that a relationship between engaged employees and business success exists, would seek ways to foster and facilitate the engagement of their workers through their leadership. The primary objective of the study was to determine whether a relationship exists between values-based leadership and employee engagement. The aim was to contribute to the quality of leadership values, behaviour and influence at Coca-Cola Beverages South Arica by gaining a deeper understanding of leadership and employee engagement. The theoretical study explored the definitions, key concepts, benefits and outcomes of both values based leadership and employee engagement. It provided a detailed literature review of the role of leadership in creating a values based organisation, what values-based leadership encompasses and its relationship with employee engagement. The theoretical overview highlighted that leadership is an influential factor in employee engagement and the extent to which employees feel valued and connected to the organisation’s goals. The theoretical overview further confirmed that leadership values, behaviour and influence are interrelated and exert an influence on employee engagement, thereby strengthening the fact that there is a relationship between values-based leadership and employee engagement. A structured web-based survey, with a questionnaire, was used to corroborate the theoretical findings and to assess employees’ perceptions of the prevalence of values–based leadership and employee engagement. A sample of 269 respondents was selected to participate in the empirical study and 167 responded to the survey, which yielded a 62% per cent response rate. The key findings of the study indicate that strong correlations exist between leadership values, behaviours and influence and that these concepts were interrelated. Furthermore, the study confirmed that values–based leadership was an important factor in employee engagement and specifically in terms of the physical, emotional and social components of engagement and less so in terms of the cognitive component. Values-based leadership and engagement were identified as critical factors in ensuring that organisations are well equipped to deal with the current volatile economic environment and to consider ways to maintain and accelerate their profitability and competitiveness in order to remain a sustainable business. It is strong values that underpin the performance of highly successful and sustainable organisations; coupled with effective leadership as a key driving force.
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Liberty, Chantel Karen. "The contribution of reward systems to enhance employee engagement." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/18608.

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Increasing competition within the freight transportation market in South Africa has intensified the need for rail industries to identify ways in which to enhance their competitiveness within this market. One of the most important challenges for organisations’ operating in this market is to deliver goods on time, while meeting the needs of customers, at the lowest possible cost. If such organisations are to remain competitive, it may be required of them to shift their focus to their employees. Research has shown that employees render organisations’ with sustainable competitive advantage, more specifically, it has shown that engaged employees surpass disengaged employees. The distinguishing factor for organisations’ in the search of competitive advantage would therefore be an engaged workforce. The primary research objective of this study was to investigate contribution of reward systems to enhanced employee engagement within Transnet Engineering (TE) in Swartkops, Port Elizabeth. A theoretical overview was conducted to evaluate different definitions, engagement theories and factors of reward systems which contribute to enhanced employee engagement. An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of reward systems and engagement. Recommendations were made based on the findings of the literature and empirical study. These recommendations will assist the organisation in understanding how reward systems can be used to enhance employee engagement, so that a competitive advantage can be achieved within the freight transportation market.
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Adams, Romeo. "Work motivation amongst employees in a government department in the provincial government Western Cape." Thesis, University of the Western Cape, 2007. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9004_1220340062.

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The South African social, political and economic landscape has been characterized by profound changes during the past several years. Many organizations and their management are faced with inter alia, downsizing decisions, affirmative action policies to be implemented and a overabundance of other factors which could sway motivation and morale, attitudes and views of employees. The general research aim was to measure work motivation amongst employees in a government department in the Provincial Government Western Cape. Research has shown that motivated and satisfied employees are more productive and there is an improvement in service delivery.

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Mgoduka, Zolani. "Determining strategic employee communication in the South African Parliament." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2420.

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Thesis (MTech (Public Relations Management))--Cape Peninsula University of Technology, 2015.
This study was conducted to determine the extent to which strategic employee communication existed in Parliament of the Republic of South Africa during the period of transition. Its objectives were to test the communication skills of the parliamentary supervisors in various divisions; to investigate communication satisfaction amongst employees; to establish communication channels to get the message through, and to discover how often feedback was provided. This study sought to achieve the research objectives by using a quantitative research methodology in order to measure the level of communication skills. The researcher collected data using questionnaires as a measuring instrument in order to determine the levels of communication satisfaction. Questionnaires were distributed to 45 participants in all divisions irrespective of race, gender or age. The results of the study revealed that communication at Parliament needed to be aligned. It was also revealed that employees and supervisors were not familiar with the vision of the institution. It was recommended that Parliament needed to conduct SWOT analysis before bringing about any changes. Employees should be provided with communication skills training. Managers should pay serious attention to internal communication. There should be constant feedback regarding progress when a process of change is embarked upon. It was also recommended that Parliament, as the highest democratic institution in the country, should lead in putting strategic internal communication in place in order to set an example for other institutions.
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George, Tania Arlene. "Employee empowerment of frontline administrative staff at a University Of Technology, Western Cape Province, South Africa." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2445.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2015.
When one refers to tertiary education in general or specific institutions, its academic functions and features are paramount. Often, there is little dialogue around those who constitute most of the workforce, the administrative staff, and more specifically, the frontline administrators. Given that frontline administrators are ‘customer-facing’ and that their behaviour could significantly influence perceptions of the organisation, these staff members are often portrayed as ones who do not have any authority at work but merely serve a support role. Ensuring that these staff members are ‘taken care of’ is an operational way of guaranteeing that the customers (staff and stakeholders) have a pleasant experience that could positively affect the bottom line. The working lives, feelings of efficiency, job satisfaction and overall empowerment of frontline administrative staff, especially in tertiary education, have not been well documented in scholarly literature. This research project attempts to identify areas where universities of technology could take cognisance of the power that frontline administrative staff hold and also to ascertain how to improve their overall work experience.
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Van, Wyk Charl. "Evaluating motivational levels of employees in a contemporary South African organisation." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1542.

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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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Books on the topic "Employee motivation – South Africa"

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South, African Commercial Catering and Allied Workers Union. Workers are parents too: A workers' guide to parental rights in South Africa. Cape Town: South African Commercial, Catering, and Allied Workers Union (SACCAWU), 2000.

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Todd, Chris. Business transfers and employment rights in South Africa. Durban: LexisNexis Butterworths, 2004.

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Africa, South. Basic Conditions of Employment Act: Act 75 of 1997, revised 2008. 9th ed. [Wetton, South Africa]: Juta Law in association with Workplace Solutions, 2008.

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Africa, South. Basic Conditions of Employment Act: Act 75 of 1997, updated 2009. Cape Town, South Africa: Juta Law in association with Workplace Solutions, 2009.

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Africa, South. Basic Conditions of Employment Act: Act 75 of 1997, revised 2008. 9th ed. [Wetton, South Africa]: Juta Law in association with Workplace Solutions, 2008.

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Wyk, Chris Van. The BEE scorecard manual. Cape Town: Juta, 2012.

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Chahoud, Tatjana. Corporate Social Responsibility (CSR) and Black Economic Empowerment (BEE) in South Africa: A case study of German Transnational Corporations. Bonn: Deutsches Institut für Entwicklungspolitik gGmbH, 2011.

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Martin, Carolyn A., Ph. D., ed. Managing Generation Y: Global citizens born in the late seventies and early eighties. Amherst, Mass: HRD Press, 2001.

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Paul, Maiden R., ed. Employee assistance programs in South Africa. New York: Haworth Press, 1992.

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Paul, Maiden R., ed. Employee assistance services in the new South Africa. New York, NY: Haworth Press, 1999.

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Book chapters on the topic "Employee motivation – South Africa"

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Beerman, Retha, Aadil Patel, and Faan Coetzee. "20. South Africa." In Transfer of Business and Acquired Employee Rights, 545–75. Berlin, Heidelberg: Springer Berlin Heidelberg, 2016. http://dx.doi.org/10.1007/978-3-662-49007-5_20.

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Coetzee-Van Rooy, Susan. "Motivation and Multilingualism in South Africa." In The Palgrave Handbook of Motivation for Language Learning, 471–94. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-28380-3_23.

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Kenny, Bridget. "Regulating Retail: The Category “Employee” and Its Divisions." In Retail Worker Politics, Race and Consumption in South Africa, 91–117. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-69551-8_4.

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van Heerden, Andries (Hennie), Mostafa Babaeian Jelodar, Michelle Burger, and Benita Zulch. "Retaining Steel Tips: Motivation of Construction Managers in South Africa." In Advances in Intelligent Systems and Computing, 636–42. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-50791-6_82.

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Fisher, James, Karen Miller, and Andrew Thatcher. "Performance Monitoring, Supervisory Support, and Job Characteristics and Their Impact on Employee Well-Being Amongst Four Samples of Call Centre Agents in South Africa." In Ergonomics and Health Aspects of Work with Computers, 48–56. Berlin, Heidelberg: Springer Berlin Heidelberg, 2007. http://dx.doi.org/10.1007/978-3-540-73333-1_7.

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Masoabi, Charles Sechaba, and Greggory Alexander. "ENHANCING LEARNERS’ INTRINSIC MOTIVATION USING STUDENT TEAMS ACHIEVEMENT DIVISIONS (STAD) IN MULTICULTURAL CLASSROOMS OF SOUTH AFRICA." In Advances in Education and Educational Trends Series, 167–84. inScience Press, 2021. http://dx.doi.org/10.36315/2021ead14.

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This chapter is drawn from a PhD study that employedStudent Team’sAchievement Divisions as a learning technique to enhance learners’ intrinsic motivation inTechnology Education within a South African multicultural school. The authors over the years observed learners’ actions, and interactions in Technology classes and realised that some of the learners find it difficult to engage in behaviour that arises within themselves -an aspect known as intrinsic motivation. Most learners in the Technology class, registered no concerns in obtaining low scores or failing the subject. However, a minority of the learner population obtained high achievement scores and maintained interest throughout lessons. This study explored the development of the ZPD in a cooperative learning context. The authorsusedSTAD, as a cooperative learning technique, in motivating learners intrinsically to increase their participation in class activities. The study explored STAD in1) closing the gap between pedagogy and content knowledge, and 2) intrinsically motivating learners to develop high levels of achievement in the subject of Technology. This study employed the Bricolage design in gathering data from two Grade eight Technology classes over a six-month period. The findings indicated that the learning environment cultivated learners’ development, curiosity, and positive attitude toward Technology.
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"Employee Motivation in Africa." In Management in Africa, 290–310. Routledge, 2013. http://dx.doi.org/10.4324/9780203111482-21.

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"ENTREPRENEURIAL MOTIVATION." In Informal Entrepreneurship and Cross-Border Trade between Zimbabwe and South Africa, 13–14. Southern African Migration Programme, 2017. http://dx.doi.org/10.2307/j.ctvh8qz72.7.

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Chireshe, Regis, and Alfred Makura. "Educator motivation and morale in South Africa." In Challenges and Issues facing the Education System in South Africa, 125–48. Africa Institute of South Africa, 2014. http://dx.doi.org/10.2307/j.ctvh8r1tk.13.

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"Migrant Entrepreneurial Motivation." In Informal Migrant Entrepreneurship and Inclusive Growth in South Africa, Zimbabwe and Mozambique, 38–39. Southern African Migration Programme, 2015. http://dx.doi.org/10.2307/j.ctvh8r08d.11.

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Conference papers on the topic "Employee motivation – South Africa"

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Kazeni, Monde, and Nosipho Mkhwanazi. "LIFE SCIENCES TEACHERS’ UNDERSTANDING, PERCEPTIONS AND ADOPTION OF INQUIRY-BASED SCIENCE EDUCATION IN SELECTED SOUTH AFRICAN HIGH SCHOOLS." In International Conference on Education and New Developments. inScience Press, 2021. http://dx.doi.org/10.36315/2021end006.

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In recent years, Inquiry-Based Science Education (IBSE) has emerged as one of the most effective and beneficial science teaching practices for developing science concepts in learners and for motivating them in the study of science subjects. IBSE is a pedagogical practice that allows learners to develop key scientific ideas and to understand the natural world, using skills employed by scientists. Like most science school curricula around the world, the South African life sciences national curriculum (referred to as Curriculum and Assessment Policy Statement - CAPS), advocates for the adoption of IBSE. Despite the growing consensus about the cognitive and motivational benefits of IBSE, this pedagogical approach is seldom implemented by life science teachers, due to various factors. This qualitative research, involving a case study, explored the knowledge, perceptions, and adoption of IBSE by four life sciences high school teachers, conveniently selected from public schools around Johannesburg, in South Africa. Data were collected using semi-structured interviews, and the findings show that participating teachers have substantial knowledge and positive perceptions of IBSE. However, they are less inclined to adopting IBSE in their life science classrooms due to inhibiting factors. We recommend the training of life sciences teachers in effective way of abating the constraints of implementing IBSE effectively.
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Twinomurinzi, Hossana, and Tendani Mawela. "Employee perceptions of BYOD in South Africa." In the Southern African Institute for Computer Scientist and Information Technologists Annual Conference 2014. New York, New York, USA: ACM Press, 2014. http://dx.doi.org/10.1145/2664591.2664607.

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Luggya, Simon Kiyingi, Ellen Kereng Luggya, and Melikhaya Skhephe. "TEACHER MOTIVATION ON SCHOOL PERFORMANCE IN SOUTH AFRICA." In 12th International Conference on Education and New Learning Technologies. IATED, 2020. http://dx.doi.org/10.21125/edulearn.2020.2168.

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Rootman, Chantal, Janine Krüger, and Tony Matchaba-Hove. "THE SOUTH AFRICAN FINANCIAL SERVICES INDUSTRY: HOW TO USE MOTIVATIONAL FACTORS TO ENSURE EMPLOYEE SATISFACTION." In 3rd Business & Management Conference, Lisbon. International Institute of Social and Economic Sciences, 2016. http://dx.doi.org/10.20472/bmc.2016.003.019.

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Halse, M., and B. J. Mallinson. "A Motivation for "Ubuntu" to Enhance e-Learning Social Network Services in South Africa." In 2011 11th IEEE International Conference on Advanced Learning Technologies (ICALT). IEEE, 2011. http://dx.doi.org/10.1109/icalt.2011.194.

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Herselman, Marlien, and Matt Warren. "Cyber Crime Influencing Businesses in South Africa." In InSITE 2004: Informing Science + IT Education Conference. Informing Science Institute, 2004. http://dx.doi.org/10.28945/2838.

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This study shows that cyber crime is a recent addition to the list of crimes that can adversely affect businesses directly or indirectly. This phenomenon was not directly prosecutable in South Africa until the enactment of the ECT Act in July 2002. However this Act also prevents businesses to fully prosecute a hacker due to incompleteness. Any kind of commercially related crime can be duplicated as cyber crime. Therefore very little research appears or has been documented about cyber crime in South African companies before 2003. The motivation to do this study was that businesses often loose millions in cyber attacks, not necessarily through direct theft but by the loss of service and damage to the image of the company. Most of the companies that were approached for interviews on cyber crime were reluctant to share the fact that they were hacked or that cyber crime occurred at their company as it violates their security policies and may expose their fragile security platforms. The purpose of this study was to attempt to get an overall view on how South African businesses are affected by cyber crime in the banking and short term insurance sector of the South African industry and also to determine what legislation exist in this country to protect them. The case study approach was used to determine the affect of cyber crime on businesses like banks and insurance companies and higher education institutions. Each case was interviewed, monitored and was observed over a period of a year. This study discloses the evaluation of the results of how cyber crime affected the cases, which were part of this study. The banks and higher education institutions felt that they were at an increased risk both externally and internally, which is likely to increase as the migration towards electronic commerce occurs. The insurance industry felt that they are not yet affected by external cyber crime attacks in this country.
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Yan, Bingwen, and Keith Jacobs. "Evaluating Employee Responses to the Lean Enterprise System at a Manufacturing Company in Cape Town, South Africa." In 2008 Second International Conference on Future Generation Communication and Networking Symposia (FGCNS). IEEE, 2008. http://dx.doi.org/10.1109/fgcns.2008.120.

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Randle, O. A., A. Coleman, and R. Kekwaletswe. "Empirical investigation on the influence of organizational systems mechanisms(OSM) on employees motivation to effectively use human resource information systems: A Case of South African Universities." In 2017 International Conference on Advances in Computing, Communications and Informatics (ICACCI). IEEE, 2017. http://dx.doi.org/10.1109/icacci.2017.8126096.

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A. K. Buitendag, Albertus, Frederik Gerhardus Hattingh, and Matt Hains. "Towards the Realization of the ICT Education Living Lab – The TechTeachers.co.za Success Story." In InSITE 2015: Informing Science + IT Education Conferences: USA. Informing Science Institute, 2015. http://dx.doi.org/10.28945/2157.

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[The final form of this paper was published in the journal Issues in Informing Science and Information Technology.] This paper presents the success story of the intuitive vision of an ICT high school educator in South Africa. The growth and evolution of a Community of Practice, towards a full-fledged living lab is investigated. A grounded theory study analyses the living lab concept and highlights some of the current challenges secondary high school ICT education face within the South African educational landscape. Some of the concepts, ideas, best practices and lessons learned in the establishment and running of two web based technologies to support secondary school ICT subjects is discussed. The researchers present a motivation for the use of living labs to address some of the issues identified and highlights how the existing platforms fits into bigger design.
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Phindane, Pule. "PERCEPTIONS AND PREFERENCES OF ENGLISH STUDENT TEACHERS ON THE ASSESSMENT PRACTICES." In International Conference on Education and New Developments. inScience Press, 2021. http://dx.doi.org/10.36315/2021end029.

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Comprehending the role of assessment and the differential effects on developing students’ learning processes is still one of the most explored areas in higher education. The aim of this quantitative study is to investigate English student teachers ’perceptions and preferences on the assessment practices (i.e., formative). The participant were student teachers sampled from the Department of Social Sciences and Language Education, Central University of Technology, Free State, South Africa. The outcomes showed that the assessment practices used by lecturers had an indispensable impact on students’ motivation, preparation for future learning tasks, and evaluation of study progress. The data obtained also revealed that while peer assessment is one of the least preferred assessment methods, presentations, self-assessments and research papers were the top preferences. The study outcome relates to previous research while also providing a better understanding into the link between individual differences in the assessment preferences and the learning strategies used by students throughout the years of specialization which might offer lecturers way forward for improving their educational practices.
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Reports on the topic "Employee motivation – South Africa"

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Shore, Michael J. Motivation for a High Explosive Testing Program in South Africa. Fort Belvoir, VA: Defense Technical Information Center, December 2015. http://dx.doi.org/10.21236/ada627603.

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