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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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Smith, Elmien, Pieter Joubert, and Anis Mahomed Karodia. "The Impact of Intrinsic and Extrinsic Rewards on Employee Motivation at a Medical Devices Company in South Africa." Kuwait Chapter of Arabian Journal of Business and Management Review 5, no. 1 (September 2015): 39–87. http://dx.doi.org/10.12816/0019006.
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Martins, Nico, and Melinde Coetzee. "Organisational culture, employee satisfaction, perceived leader emotional competency and personality type: An exploratory study in a South African engineering company." SA Journal of Human Resource Management 5, no. 2 (February 28, 2007): 20. http://dx.doi.org/10.4102/sajhrm.v5i2.116.
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The purpose of this study was to investigate employees’ experiences of their organisation’s culture and general satisfaction levels and to explore whether potential explanations for these could be derived from measures of the perceived emotional competency and dominant personality type of senior management as aspects of their predominant leadership style. The South African Culture Instrument (SACI), an Employee Satisfaction Survey questionnaire and the 360 Degree Emotional Competency Profiler (ECP) were administered to a sample of 181 (SACI), 170 (Employee Satisfaction Survey questionnaire) and 88 (ECP) volunteer employees of a South African engineering company. All nine senior directors voluntary participated in completing the MBTI, Form G. The results indicated significant differences between the various biographical groups regarding the measured dimensions. The ECP and MBTI results showed the affective and social aspects of leadership behaviour to be a development area for senior management. This study makes an important contribution to the expanding body of knowledge that focuses on the evaluation of organisational factors and leader attributes that influence the motivation, commitment and satisfaction of employees in South African organisations.
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Renard, Michelle, and Robin John Snelgar. "Can non-profit employees’ internal desires to work be quantified? Validating the Intrinsic Work Motivation Scale." South African Journal of Psychology 48, no. 1 (April 13, 2017): 48–60. http://dx.doi.org/10.1177/0081246317704125.
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Intrinsic work motivation concerns the execution of work tasks as a result of such activities being deemed inherently interesting, enjoyable, and meaningful by the employee performing them. Such motivation is of particular importance to employees of non-profit organisations, whose motives often stem from altruistic values as opposed to monetary gain. Limited quantitative measuring instruments exist that have been validated and found to be reliable to measure intrinsic work motivation. This exploratory study aimed to develop and validate such a measuring instrument (the Intrinsic Work Motivation Scale) using 486 non-profit responders from Australia, South Africa, and the United States. It made use of reliability testing, exploratory and confirmatory factor analyses, and Pearson’s product moment correlations to achieve this aim. The results indicate that the Intrinsic Work Motivation Scale is reliable and possesses construct, convergent, and discriminant validity. Factor analysis indicated that the Intrinsic Work Motivation Scale comprises three factors, namely, personal connection to one’s work, personal desire to make a difference, and personal desire to perform. Intrinsic motivation was found to correlate positively with work engagement and salary satisfaction and negatively with intention to quit. It is recommended that this instrument be utilised in further studies outside of the non-profit sector, to determine the relevance of intrinsic work motivation within differing employment contexts.
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Corder, Emma, and Linda Ronnie. "The role of the psychological contract in the motivation of nurses." Leadership in Health Services 31, no. 1 (February 5, 2018): 62–76. http://dx.doi.org/10.1108/lhs-02-2017-0008.
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Purpose Although private health care is regarded as providing a premium quality experience for both patients and staff alike, it is not without its daily challenges for health professionals. This study aims to explore the psychological contract of nurses to develop a greater understanding of how employee–employer interaction impacts motivation levels. Design/methodology/approach Data were gathered through semi-structured interviews with thirteen nurses at a private hospital in South Africa. Five nursing managers were interviewed to provide a management perspective. Thematic analysis was used to identify the salient elements of the psychological contract and to establish connections with motivational features. Findings The psychological contract of nurses was balanced in nature, contained predominantly relational elements and was characterized by the need for manager support, leadership and autonomy. Motivation was a by-product of fulfilment and was enhanced by a combination of tangible and intangible rewards. Practical implications Nursing managers should recognize their role in caring for the wellbeing of their staff and should be trained accordingly. Equipping nurses with the necessary tools to work autonomously, as well as acknowledging their skills, will stimulate confidence and improve motivation. Originality/value This study makes an important contribution to the existing literature on the psychological contract of nurses within the health-care system. It provides insight into relationship-based mechanisms that can be used to improve the motivation of nurses and thus impact the overall quality of patient care.
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Dhanraj, Dayanath, and Sanjana Brijball Parumasur. "Employee perceptions of job characteristics and challenges of job rotation." Corporate Ownership and Control 12, no. 1 (2014): 733–41. http://dx.doi.org/10.22495/cocv12i1c8p6.
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This study assesses employees’ level of satisfaction with the nature of work and specific job characteristics (task variety, challenge, remuneration, recognition and skills variety) and their perceived challenges of job rotation. Biographical influences on these were also assessed. The study was undertaken in an operations environment of a textile company in KwaZulu-Natal, South Africa. The population includes 77 full time shift employees in the organization and due to the small population size consensus sampling was used. Data was collected using a self-developed, pre-coded, self-administered questionnaire whose reliability was assessed using Cronbach’s Coefficient Alpha. Data was analyzed using descriptive and inferential statistics. The results reflect some doubt regarding the potential for job rotation to reduce work pressure and stress and, indicate the potential of job rotation to disrupt work flow in the short-term and reduce productivity as a result of a reduction in motivation of those employees that are not rotating. Recommendations presented aim to enhance the implementation of job rotation as a work design such that its potential benefits may be realized.
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Ramnarain, Claudette, and Sanjana Brijball Parumasur. "Assessing the effectiveness of financial compensation, promotional opportunities and workplace spirituality as employee motivational factors." Corporate Ownership and Control 13, no. 1 (2015): 1396–409. http://dx.doi.org/10.22495/cocv13i1c11p11.
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This study aims to determine whether employees are motivated to a greater extent by monetary (financial compensation) or non-monetary (promotion opportunities, workplace spirituality) incentives and, to assess whether biographical influences exist in this regard. The study was undertaken in a large municipality department in eThekweni (Durban), South Africa. A sample of 108 participants was drawn using the cluster sampling technique. In this quantitative, cross-sectional, hypothesis-testing methodology, data was collected using a questionnaire whose psychometric properties of validity and reliability were statistically assessed using Factor Analysis and Cronbach’s Coefficient Alpha. Data was analysed using descriptive and inferential statistics. The results indicate that financial compensation is the main motivating factor for employees in the organisation, followed by workplace spirituality and lastly, promotional opportunities. It is evident that the elements of workplace spirituality have not yet been embraced by this public sector institution and, unhappiness exists with regards to perceptions of unfair and inconsistent implementation of promotional opportunities which are not linked to performance. Biographical influences of gender on financial compensation and, tenure and marital status on promotional opportunities respectively were noted. Recommendations are presented, which when carefully implemented, has the potential to bring about enhanced employee motivation in the organisation.
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Taljaard, Hanri, and Nadine Sonnenberg. "Basic Psychological Needs and Self-Determined Motivation as Drivers of Voluntary Simplistic Clothing Consumption Practices in South Africa." Sustainability 11, no. 13 (July 9, 2019): 3742. http://dx.doi.org/10.3390/su11133742.
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Consumers’ clothing consumption is the cause of many social and environmental consequences, especially in emerging economies where consumption continues to escalate. It is therefore vital that consumers adopt more voluntary simplistic lifestyles with sustainable clothing practices. This study relies on the self-determination theory to explore the influence of basic psychological needs (i.e., competence, autonomy, and connectedness) and self-determined motivation (i.e., identified- and integrated regulation as well as intrinsic motivation) on female consumers’ voluntary simplistic clothing practices. Data were derived from 469 online questionnaires and structural equation modeling was employed to test the hypotheses. Competence was identified as the most influential basic psychological need, followed by the need for connectedness and autonomy. Moreover, intrinsic motivation is the strongest predictor of voluntary simplistic clothing practices, while integrated regulation is deemed insignificant and identified regulation has a negative association with the practices in question. In summary, it would seem that female consumers are keen on adopting voluntary simplistic clothing behaviors. This may be due to their intrinsic motivation and competence rather than their exposure to extrinsic influences. This study provides valuable insight into the motivational determinants of voluntary simplistic clothing consumption in South Africa and may thus serve as a platform for further investigation into other emerging markets.
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Viljoen, Armand, Martinette Kruger, and Melville Saayman. "The 3-S typology of South African culinary festival visitors." International Journal of Contemporary Hospitality Management 29, no. 6 (June 12, 2017): 1560–79. http://dx.doi.org/10.1108/ijchm-09-2015-0464.
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Purpose This paper aims to identify and cluster visitors to a premier South African cheese festival based on their motivation for attending the festival. Design/methodology/approach A structured questionnaire was used to collect the data from visitors over the three days of the festival, in which 519 usable questionnaires were included in the analysis. Three stages of the analysis were employed: a factor analysis examining the visitors’ motivation to attend the festival, a cluster analysis based on the motives identified by the factor analysis and an analysis of significant differences between the different market segments. Findings The general profile of respondents was similar to the profile of culinary tourists found in other studies. Furthermore, five key motives were identified, of which this combination has not been previously identified in the literature. The cluster analysis identified three distinct clusters, with heterogeneous behavioural and socio-demographic profile identifiers. Practical implications The value that this market segmentation technique holds regarding the marketing and branding of a(n) event/festival is that it could help managers/marketers to promote better culinary events/festivals in South Africa, by offering unique attributes that attract culinary visitors. Originality/value To the authors’ knowledge, this study is a first attempt to segment culinary visitors based on motivational factors, especially within the South African context. Clustering based on motives proved to be a useful market segmentation tool and proposes a 3-S typology of visitors to food-related events/festivals, namely, social, serious and selective epicureans.
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Matiza, Tafadzwa, and Elmarie Slabbert. "Understanding the Country Image-Travel Motivation Nexus in Emerging Tourism Typologies for South Africa." Polish Journal of Sport and Tourism 27, no. 3 (September 1, 2020): 28–33. http://dx.doi.org/10.2478/pjst-2020-0017.
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Abstract Introduction. This paper explores the influence of country image on the evaluation of a destination’s attributes from the perspective of inbound tourists to South Africa - within the context of both business and medical tourism. Material and methods. Data were generated from a self-administered questionnaire distributed as part of a survey of inbound tourists visiting South Africa’s Table Mountain. Factor analysis and multiple regression were employed to determine the factors and establish their relationship, respectively. Results. The results suggest that South Africa’s image as a country influences tourist’s perception of the country and its destination attributes. More intriguingly, the results show that South Africa’s image is subject to both stereotypes and the country-of-origin effect. Conclusion. The paper concludes that country image is a significant heuristic cue in the appraisal of the destination attributes that motivate inbound tourist travel behaviour. More so, it is aspects such as the ability to manage its affairs, nationally branded exports and the availability of international business-related opportunities that may be most influential to South Africa’s perceived image in tourist decision-making.
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Azungah, Theophilus, Snejina Michailova, and Kate Hutchings. "Embracing localization: evidence from Western MNEs in Ghana." Cross Cultural & Strategic Management 25, no. 4 (October 1, 2018): 690–715. http://dx.doi.org/10.1108/ccsm-08-2017-0093.
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Purpose Despite the growing economic importance of Africa, the region has received scant attention in the international human resource management literature. The purpose of this paper is to address the gap in examining human resource management (HRM) practices in Western multinational enterprises’ (MNEs) subsidiary operations in Ghana, which is a significant foreign direct investment market in Africa. Focusing on recruitment and selection, training and development, performance management, and rewards management viewed through the ability, motivation and opportunity (AMO) framework, the research emphasizes that effectiveness of the MNEs’ cross-cultural operations has necessitated embracing localization across a range of practices in accordance with the Ghanaian cultural landscape and specificities. Design/methodology/approach The paper draws on 37 in-depth interviews with managers and employees in eight subsidiaries of British, European and US MNEs in Ghana. Interviews were conducted in 2015 in three locations – the capital city Accra, Tema (in the south) and Tamale (in the north). Findings The research reinforces earlier literature emphasizing the importance of paternalism and family and to a lesser extent patronage, but presents new findings in highlighting the erstwhile unexplored role of local chiefs in influencing HRM practices in Western MNEs in Ghana. Utilizing the AMO framework, this paper highlights practices within each HR area that influences performance through impact on employee AMO. Practical implications The research informs MNE managers about the strategic importance of observing local cultural practices and designing appropriate strategies for ensuring both operational effectiveness and successful cross-cultural collaboration with local managers and employees in Ghana. It is suggested that if managers implement practices that foster and enhance employee AMO, subsidiaries may benefit from employee potential and discretionary judgment. Originality/value This paper contributes to a dearth of literature on HRM practices of Western MNEs’ subsidiaries in Africa by examining the extent to which MNEs strategically localize their practices to accommodate specificities of the host country cultural context and operate successfully.
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De Beer, Leon T., Maria Tims, and Arnold B. Bakker. "Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing." South African Journal of Economic and Management Sciences 19, no. 3 (September 5, 2016): 400–412. http://dx.doi.org/10.4102/sajems.v19i3.1481.
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The purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional survey design was used to collect primary data from organisations in the mining and manufacturing industries of South Africa (N = 470). The results of multi-group structural equation modelling showed that the original four-factor structure of the job crafting scale was supported by the data, but that a three-factor structure was necessary due to a discriminant validity concern regarding two job crafting dimensions. Regression results revealed that increasing structural job resources with challenging job demands, and increasing social job resources were significant predictors of work engagement in both groups. Contrary to expectations decreasing hindering job demands was a negative predictor of job satisfaction in the mining group. Furthermore, increasing social job resources was also a significant predictor of job satisfaction in both groups. This study indicates the importance of job crafting for work engagement and job satisfaction in organisations.
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Kwofie, Titus, Clinton Aigbavboa, and Zanele Matsane. "Key drivers of effective collaborative working inconstruction supply chain in South Africa." International Journal of Construction Supply Chain Management 9, no. 2 (December 31, 2019): 81–93. http://dx.doi.org/10.14424/ijcscm902019-81-93.
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Recent researchinto construction supply chain, has identified need to pursue the drivers for effective collaborative working in construction project delivery. Identification and implementation of the drivers for effective collaboration is deemed to be the precursor for optimising the benefits of collaborative working in construction project delivery. However, there has been little research that focus on key drivers of collaborative working in the construction sector compared to the manufacturing, production and service delivery sectors. The aim of this study is to identify the key drivers for effective collaborative working in construction project delivery. The study primarily adopted an exploratory qualitative design using interviews on three case study projectsthatadopted collaborative working in South Africa. The data was analysed using thematic analysis. The results revealed, efficient operational governance practices in team work, effective Integration strategies in team management and people andenvironmental management strategies as the three main factor drivers for effective collaboration in construction business and project delivery. It further established effective communication, building trust, managerial and employee support & motivation and effective leadership as the under bedding tenets of these driving themes. The findings thus affirmed that the human behavioural and environmental factors cannot be overlooked if effective collaborative working in construction project delivery can be achieved. The drivers for effective collaborative working could be diverse with limited understanding of the key factors in the construction industry. The study has given an understanding of the key drivers of effective collaboration thatcan help stakeholders and practitioners to operationalise the factors in order to optimise the benefits of collaborative working in construction supply chain.
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Mankgele, Khutso Pitso, and Olawale Fatoki. "Strategic Orientation and Performance of Small Businesses in South Africa." Journal of Reviews on Global Economics 9 (November 27, 2020): 459–67. http://dx.doi.org/10.6000/1929-7092.2020.09.43.
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Motivation: Most studies on strategic orientation have focused on financial performance while neglecting social and environmental performance. In this era of sustainable development, the performance of SMEs is better measured using the triple bottom line approach (financial, social and environmental). Studies that examine the effect of strategic orientation on the sustainable performance of SMEs are scarce. Novelty: The aim of the study is to explore the impact of strategic orientation on the sustainable performance of SMEs. While extant studies have explored the effect of strategic orientation on the financial performance of SMEs, this study used the sustainable measure of performance that included financial, social and environmental indicators. Methodology and Methods: The study followed the quantitative research design and a self-administered questionnaire was employed during the data collection process. Data was collected from one hundred and forty SME owners in a cross-sectional survey. The participants of this study were in the retail, service and manufacturing sectors. Data and Empirical Analysis: The Pearson correlation and regression were used for analysis. The Pearson correlation results indicated a positive correlation between strategic orientation and sustainable performance, while the regression analysis showed that strategic orientation has a positive impact on the sustainable performance of SMEs. Policy Considerations: South Africa is a signatory to the Paris Agreement on Climate Change and the United Nations’ Sustainable Development goals. The sustainable performance of SMEs can help to achieve these goals. The findings of this study can help small business owners to continuously acquire strategic orientation education for themselves and their employees. Agencies that support small businesses should organise seminars to train and educate SME owners on strategic orientation and sustainable performance.
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Molefe, Edward Kagiso. "Is the increasing rate of unemployment a worst nightmare facing South Africa?" Journal of Economics and Behavioral Studies 11, no. 6(J) (February 8, 2020): 32–37. http://dx.doi.org/10.22610/jebs.v11i6(j).2951.
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Unemployment remains one of the major economic and social challenges facing both developed and developing countries. To date, it still remain a policy concern particularly in developing countries where lot of people go through long spells of joblessness, considerable loss of individual income and severe cut in standard of living. In South Africa, Unemployment has been unquestionably high particularly among the youth. This follows the publicized Stats SA quarterly labour survey of 2019 that revealed a 1.8 percentage points increase from 27.2% in the second quarter of 2018 to 29 per cent in the second quarter of 2019. Therefore, the primary motivation of this current study was to analyse the effects of increasing unemployment is South Africa with the aim of recommending possible solutions to the problem. The study employed annual time series data spanning the period 1989 to 2019. The results of the study revealed that GDP per capita, gross national income growth and literacy levels are negatively related with unemployment. This implied that increase in these variables would assist with unemployment reduction in South Africa.
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Manona, W. W. "An Empirical Assessment of the Implications of the Merger at Walter Sisulu University, South Africa." Africa’s Public Service Delivery and Performance Review 3, no. 4 (December 1, 2015): 117. http://dx.doi.org/10.4102/apsdpr.v3i4.100.
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This study investigated the implications of merger on the morale of staff at Walter Sisulu University (WSU), which is a new comprehensive university established in terms of the HigherEducation Act (101 of 1997), as amended. This study is undertaken because from the literature survey, scholars have not interrogated the implications of merger on the morale of those affected in those established comprehensive universities post amalgamation. This study employed a quantitative descriptive research approach, using statistical procedures. The target population was ninety academic and ninety non-academic staff members from the three sites of Walter Sisulu University, namely East London, Ibika and Umtata. Participants were purposefully selected from the four campuses. Questionnaires were administered to ninety academics and ninety non-academic staff personnel. The study established that indeed the merger had negative implications on WSU employees, even though these implications varied from category to category. The merger of historically disadvantaged two technikons and a university within the rural South African setting presents a complex historical heritage.The three institutions that merged to form WSU are not only historically disadvantaged, but also have vast distances among them. While the amalgamation of the three historically disadvantaged institutions remains a noble initiative, on the other hand, it has brought about inequalities, such as disproportionate salaries among employees of the three campuses, poor work performance, which can only be attributed to lack of motivation and reluctance amongst the staff members to accept new conditions of service under WSU. A substantial number of those employees, some of whom were employed before the amalgamation, terminated their service long before the merger even took place. Conclusions could be drawn that the merger brought about many challenges on WSU employees, namely staff development, human resource and management issues, job security and work environment. The study advances suggestions and recommendations to alleviate the situation.
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Mukuna, Robert Kananga, and Peter J. O. Aloka. "INTERPRETATIVE PHENOMENOLOGICAL ANALYSIS OF TEENAGE MOTHERS RESILIENCY IN OVERCOMING ADVERSITIES IN PREGNANCY AND EARLY MOTHERHOOD IN SOUTH AFRICA." Problems of Education in the 21st Century 79, no. 1 (February 10, 2021): 104–17. http://dx.doi.org/10.33225/pec/21.79.104.
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The phenomenon of teenage motherhood is a major concern worldwide. The teenage mothers endure many challenges that could affect their academic goals and successes if there is insufficient support. However, some teenage mothers manage to develop certain forms of flexibility to manage these adversities. This study explored the teenage mothers' resiliency in overcoming adversities in pregnancy and early motherhood at a rural high school in South Africa. Within the Interpretative Phenomenological qualitative paradigm, an exploratory case study research design was adopted. 10 participants (N=10) were selected from a rural high school district using a purposive sampling technique. The study employed semi-structured interviews to collect data. The findings demonstrated that teenage mothers were resilient to continuing and completing their schooling by adopting self-motivation and school and family support. This study suggested that the South African Department of Education should develop a training programme for teenage mothers on psychosocial adjustment mechanisms to help them cope with their situations. Keywords: interpretative phenomenological analysis, rural high school, teenage motherhood, teenage mother resiliency, teenage pregnancy
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Opperman, Marlene C., and Gert L. Strydom. "The Effect Of Training Frequency On Selected Physical And Biochemical Health Parameters In The Conditioning And Reconditioning Of Sedentary Employees." International Business & Economics Research Journal (IBER) 13, no. 1 (December 31, 2013): 39. http://dx.doi.org/10.19030/iber.v13i1.8355.
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Non-communicable disease evolved as a major health risk in South Africa and accounts for about 37% of all deaths. This burden also challenges human resources in the corporate environment where poor health status (high health risks) may lead to increased health care costs, lowered productivity and eventually to premature death. Some of the South African companies have tackled this challenge by providing various employee health promotion initiatives. One of the popular contributions in this endeavour is to encourage employees to become more physically active in order to prevent detrimental health risk factors or to remedy the existing factors. A major challenge in this initiative is to keep up the compliance of the employees with their physical conditioning programmes, especially when business responsibilities take them away from their health facilities which, in turn, may lead to physical deconditioning. This endorses the motivation of this research as little information is available in South Africa on the aspect of conditioning, deconditioning and reconditioning in the corporate environment. In this study, 60 healthy but sedentary employees, ages 28-49 years, from an academic institution were recruited to participate. They were randomly assigned to three groups, where Groups A and B form the experimental groups with Group C the control group. During the initial training phase (first 12 weeks) Group A and B followed a training frequency of three times per week, while retraining took place at a frequency of two and four times per week for Groups A and B, respectively. Group C was not involved in any intervention and continued with their normal daily activities and lifestyle. Results of this study indicated that after training at a program frequency of three times per week, a salutogenic response occurred in the selected physical and biochemical health parameters. With deconditioning, about 50% of the physical benefits were lost, which occurred faster than the decline in the biochemical (lipids) benefits. With reconditioning, a program frequency of two times per week seems to maintain the physiological status, while with a program frequency of four times per week, an improvement reoccurred, exceeding the benefits of the program frequency of three times per week. In conclusion, it is clear that a physical intervention regime, to the apparently healthy employees, can decrease some health risks; but with an interruption of the program, salutogenic benefits will be partially lost. With retraining, a program frequency of two times per week will not produce significant improvement, but will only maintain the physical status.
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Nygren, Eeva, Erkki Sutinen, A. Seugnet Blignaut, Teemu H. Laine, and Christo J. Els. "Motivations for Play in the UFractions Mobile Game in Three Countries." International Journal of Mobile and Blended Learning 4, no. 2 (April 2012): 30–48. http://dx.doi.org/10.4018/jmbl.2012040103.
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UFractions (Ubiquitous fractions) is a storytelling mobile game that utilizes fraction rods in solving real life related math problems. The prototype of UFractions was tested during the period March 2009 to May 2011 in South Africa, Finland, and Mozambique amongst 279 players, ranging in age from 10 to 32, the majority being grade eight students. A multi-method approach, comprising of both qualitative and quantitative data collection strategies, was employed to develop a trans-cultural taxonomy for play motivation in mobile games, as observed in the evaluation of UFractions, i.e., altruism, challenge, cognitive restlessness, curiosity, fantasy, relations, and technology.
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Khale, Solomon, and Zeleke Worku. "Benefits of good corporate governance principles: A study of the city of Tshwane, South Africa." Corporate Ownership and Control 13, no. 1 (2015): 961–78. http://dx.doi.org/10.22495/cocv13i1c9p1.
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Annual reports issued by the City of Tshwane (2015) for the financial years 2010 to 2014 show that the City of Tshwane has received qualified audit reports from the South African Auditor General (2015). The two key causes of underperformance were lack of adherence to norms and standards that are applicable to municipal service delivery and lack of adherence to the fundamental principles of good corporate governance (King, 2009). A study was conducted in the City of Tshwane, South Africa in order to assess and evaluate the degree of adherence to good corporate governance principles stipulated by Mervin King (King, 2009) in the form of the King III report. Data was collected from a stratified random sample of size 1, 012 residents of the City of Tshwane. Stratification was done by geographical zone. Data was collected from respondents by using a structured, pre-tested and validated questionnaire of study consisting of 22 indicators of service quality. The study found that 84.37% of respondents who took part in the study were satisfied with the overall quality of municipal services that were provided to them by the City of Tshwane. Only 15.63% of respondents were not satisfied with the overall quality of services provided to them. The study showed that most of the respondents had a positive perception on the quality of routine municipal services such as water and lights and waste removal by employees of the City of Tshwane. The study showed that the degree of satisfaction of residents, ratepayers and stakeholders with the quality of municipal services that were provided to them was significantly influenced by the degree of motivation of employees of the City of Tshwane at work, the ability of employees of the City of Tshwane to treat all customers with respect, the ability of employees of the City of Tshwane to provide adequate answers promptly to queries raised by customers, and the degree to which employees of the City of Tshwane were skilled on technical issues, in a decreasing order of strength.
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Khale, Solomon. "Assessment of the quality of municipal services in the city of Tshwane, South Africa." Corporate Ownership and Control 13, no. 1 (2015): 678–95. http://dx.doi.org/10.22495/cocv13i1c6p6.
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The purpose of the study was to identify and quantify differential factors that undermine the quality of municipal services that are provided to residents of the City of Tshwane. Data was collected from a stratified random sample of size 1, 012 residents of the City of Tshwane. Stratification was done by geographical zone. Data was collected from respondents by using a structured, pre-tested and validated questionnaire of study consisting of 22 indicators of service quality. The questionnaire of study consisted of 5 dimensions of expectation and perception (reliability, assurance, tangibles, empathy and responsiveness). Each of the 1, 012 respondents in the study had to provide answers to 22 questions related to expectations plus 22 questions related to perceptions. As such, each of the 1, 012 respondents had to provide answers to 44 questions (22 questions on expectation + 22 questions on perception). Measurements of expectations and perceptions were done by using a 5-point ordinal scale. Face validity was used for ensuring validity. The Cronbach Alpha test was used for ensuring reliability and internal consistency. The expected and perceived quality of emergency services provided to the general public by employees of the City of Tshwane was analyzed by using SERVQUAL analysis. This was done by estimating gap scores (the average difference between expected and perceived scores). The study found that 84.37% of respondents who took part in the study were satisfied with the overall quality of municipal services that were provided to them by the City of Tshwane. Only 15.63% of respondents were not satisfied with the overall quality of services provided to them. The study showed that most of the respondents had a positive perception on the quality of routine municipal services such as water and lights and waste removal by employees of the City of Tshwane. The study found that as many as 87.13% of respondents had a positive perception about the degree of commitment shown to them by employees of the City of Tshwane. Based on results obtained from SERVQUAL analysis, 20 of the 22 gap scores were found to be significant at the 5% level of significance. There were only 2 items (out of a total of 22 items) that did not produce significant gap scores. These 2 items were items 2 and 3 of the dimension on responsiveness. Item 2 of the dimension on responsiveness was an assessment on the degree of suitability of the equipment used by municipal employees for carrying out routine services. Item 3 of the dimension on responsiveness was an assessment on the degree of physical fitness of employees of the City of Tshwane for carrying out routine municipal services effectively. With the expectation of the 2 gap scores corresponding to these 2 items, all other gap scores (20 out of 22) were statistically significant at the 5% level of significance. Based on results obtained from factor analysis, the perception and expectation of respondents on the quality of municipal services that were provided to them were significantly influenced by 4 key predictors of perception. These 4 predictor variables were the degree of motivation of employees of the City of Tshwane at work, the ability of employees of the City of Tshwane to treat all customers with respect, the ability of employees of the City of Tshwane to provide adequate answers promptly to queries raised by customers, and the degree to which employees of the City of Tshwane were skilled on technical issues, in a decreasing order of strength. Similar results were obtained from logit analysis. The results showed that the perception and expectation of respondents were influenced by similar variables of study.
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SCHUTTE, NICO, and NICOLENE BARKHUIZEN. "Creating Public Service Excellence applying Learning Organisation Methods: The role of Strategic Leadership." Journal of International Cooperation and Development 1, no. 1 (November 5, 2018): 1. http://dx.doi.org/10.36941/jicd-2018-0001.
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Effectiveness and efficiency in South Africa is high on government's agenda. The main objective of this research was to determine the role of a strategic leader in creating a learning organisation for public sector effectiveness. The sample was based on interviews and focus group discussions with strategic leaders that represent five major central government institutions (N=168). The results showed that leaders need to display a high level of consciousness of their effect on the organisation and employees. Leaders also provide the necessary guidance and motivation towards and effective and efficient learning organisation. Finally the results showed that leaders need to be able to adapt to rapid changing environments to apply organisational learning effectively in public service institution. This paper concludes with an integrated framework relating Strategic Leadership, Organisational Learning and Public Sector Effectiveness.
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Mwaluko, G. S., and E. A. M. Mjema. "A systemic Framework for Implementation of TQM Programmers." Tanzania Journal of Engineering and Technology 32, no. 2 (December 31, 2009): 92–102. http://dx.doi.org/10.52339/tjet.v32i2.446.
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The purpose of this paper is to present a systemic framework for implementation of TQM program in amanufacturing organisation that produces motor vehicle components in Port Elizabeth - South Africa. Theapproach used included conceptualisation of the systemic framework and then involvement of the stakeholdersin adding scenarios to be considered in the design and implementing the framework in the real field. Thefindings obtained during the implementation of the systemic framework established that reduction of scraprate, reduction of production costs, reduction of cycle time and employee motivation could be achieved throughthe implementation of a Systemic Framework for the TQM programme. The TQM team was satisfied that theimplementation of TQM programme using the systemic framework was relevant in their particular situation.The developed systemic framework for implementation of TQM was tested in a company that manufactures motor vehicle components. The experience gained shows that the framework has a big potential for successful implementation of TQM. The developed systemic framework has a holistic approach in implementation of TQM; in that case it can be used to guide the design and implementation of successful TQM programmes. The developed systemic framework is a holistic approach, which took on board all four basic characteristics that portray an organisation. Organisations are portrayed by four interrelated characteristics namely, organisational processes, organisational design, organisational culture and organisational politics. For a successful implementation the TQM intervention should take into consideration these four characteristics.
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Walsdorff, A., M. van Kraayenburg, and C. A. Barnardt. "A multi-site approach towards integrating environmental management in the wine production industry." Water Science and Technology 51, no. 1 (January 1, 2005): 61–69. http://dx.doi.org/10.2166/wst.2005.0008.
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Nine wineries and a water bottling plant situated in the Franschhoek Valley, South Africa, have decided to lead the way towards creating a safer and more sustainable environment in the Valley. As part of the Vignerons de Franschhoek ECO Association (VFEA), they adopted a multi-site approach and obtained, in December 2003, the first ISO 14001 multi-site certification in South Africa. This proactive approach allows them better overall environmental performances through mutual motivation, information sharing and comparison of practices by the different participating organisations of Franschhoek Valley. At the initiation of the project, the major concerns were associated with a lack of sound environmental management and training of employees. Of particular concern was also the lack of monitoring and measurement of environmental performance key indicators, especially in water consumption and wastewater disposal areas. Although the system is still in its juvenile stage, it already showed some effluent quality improvements through better wastewater management, better control over chemical stores as well as definite improvement in water management and increase in solid wastes recycling. The latter improvements will definitely entail long-term cost savings should the system be continually and properly maintained. It is the intention of the VFEA to create a more environmentally friendly and sustainable Valley by convincing others to be more environmentally responsive and expanding the ISO 14001 principles to other areas of the organisations including the farms, to other wineries and ultimately to the whole Franschhoek Valley.
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Constantinou, Demitri, Georgia Torres, Natalia Neophytou, Peter Fourie, Xenia Buntting, and Philippe Gradidge. "‘I’m doing it for myself’: Using a smartphone-based exercise service during the COVID-19 lockdown in the Faculty of Health Sciences, University of the Witwatersrand, South Africa." South African Journal of Sports Medicine 33, no. 1 (April 30, 2021): 1–6. http://dx.doi.org/10.17159/2078-516x/2021/v33i1a9053.
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Background: Sufficient physical activity (PA) lowers poor health outcomes, with data showing these protective effects in populations under varying levels of lockdown during the COVID-19 pandemic. The advent of online PA programmes has created novel opportunities to offset the deleterious effects of inactivity. However, data are limited and the readiness and acceptance of such technology is unknown. These authors nevertheless noted an opportunity to investigate this approach based on promising emerging data at the time of the hard lockdown in South Africa.
Objective: This exploratory study investigated the engagement and perceptions of a smartphone application to promote health and fitness in a sample of employees at a South African university.
Methods: Employed members of staff (n=15) of the University of the Witwatersrand were recruited through email invitation during the hard Level 5 COVID-19 lockdown in 2020. Individualised home-based PA programmes were prescribed through a mobile application for a period of eight weeks. Researchers qualified in Biokinetics provided online supervision of the exercise sessions during the intervention. Participants were asked to complete a self-reported questionnaire about their use of the application. Thematic analysis was used to understand these responses.
Results: Lack of motivation was perceived to have a negative effect on participation in the online PA programme. Only one participant reported using the mobile application consistently during the study period, while half of the participants reported having trouble with the usage of the application. The participants frequently mentioned the need for technical support and further engagement from the clinicians supervising the PA programme to ensure use and progression. Staff identified issues with connectivity and already having too many phone applications (apps) amongst the reasons for the technical difficulties.
Conclusion: This study demonstrates the challenges and potential for the uptake of online PA interventions during COVID-19 and, despite its small sample size, the data provide important lessons learned that will be used as information in further investigations.
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Ramcharan, Rabindranath S., and Sanjana Brijball Parumasur. "Leadership effectiveness in managing change, motivating employees and communication and the influence of leadership styles." Corporate Ownership and Control 12, no. 1 (2014): 890–98. http://dx.doi.org/10.22495/cocv12i1c9p11.
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This study assesses first line supervisors’ perceptions of the effectiveness of leadership in managing the change process. This is analyzed in terms of employee’s perceptions of the effectiveness of leadership communication, ability to motivate staff and to effectively manage change. The prevailing leadership styles are also assessed. The study was undertaken in a municipal fire and emergency services division in KwaZulu-Natal, South Africa and the population comprises of 60 first line supervisors from which a sample of 52 employees was drawn using the systematic sampling technique. Data was collected using an established questionnaire that was modified for the purposes of this study. The psychometric properties of the questionnaire (validity and reliability) were assessed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Data was analyzed using descriptive and inferential statistics. The results indicate that first line supervisors believe that the leadership of the organization is able to effectively manage change though improvement is needed in terms of their ability to motivate employees and communicate effectively. The dominant leadership style is autocratic leadership followed by impoverished leadership styles which explains the lower concern for motivation and communication that surfaced in this organization. The study also found that only team/participative leadership style correlates significantly with leaders’ potential to motivate employees, communicate and manage change respectively. Recommendations are made to enhance leadership effectiveness
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Snir, Raphael. "Non-financial employment commitment: some correlates and a cross-national comparison." Cross Cultural Management 21, no. 1 (January 28, 2014): 39–54. http://dx.doi.org/10.1108/ccm-10-2012-0091.
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Purpose – To further explore the nature of non-monetary motivation for working, this study aims to present correlates of non-financial employment commitment (NFEC) and a cross-national comparison. Design/methodology/approach – Data gathered from representative national samples of the adult population (i.e. employed and unemployed individuals) in 31 countries (n=43,440), among them Nordic (e.g. Sweden and Norway), Western-European (e.g. Spain and France), Anglo-Saxon (e.g. the USA and Britain), former Communist (e.g. Russia and Hungary), Asian (e.g. Japan and South Korea), Latin-American (Mexico and the Dominican Republic), and African (South Africa). The source of the data is the 2005 International Social Survey Programme module on work orientation. Findings – NFEC proves positively correlated with intrinsic job characteristics, education level, job satisfaction, and organizational commitment. Administrators, managers, and professionals have higher NFEC than blue-collar workers, clerks, service workers, and sales workers. Respondents currently working for pay have higher NFEC than those currently not working for pay. Respondents trying to improve job skills during the previous 12 months have higher NFEC than those not trying to do so. NFEC is higher in member countries of the Organization for Economic Co-operation and Development than in non-member countries. NFEC is also higher in countries where self-expression values are important than in countries where survival values are important. Practical implications – By assessing NFEC decision makers may be assisted in their selection and advancement decisions. Originality/value – This study conducts the most comprehensive cross-national comparison of NFEC to date, and its findings have high external validity. It is unlikely that the findings are biased by social desirability.
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Dzomonda, Obey, and Olawale Fatoki. "Environmental Sustainability Commitment and Financial Performance of Firms Listed on the Johannesburg Stock Exchange (JSE)." International Journal of Environmental Research and Public Health 17, no. 20 (October 15, 2020): 7504. http://dx.doi.org/10.3390/ijerph17207504.
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The importance of heeding the environmental sustainability commitment call cannot be underestimated. Laggards in terms of environmental sustainability commitment are likely to face fines and penalties as talks to tighten environmental legislation are now at an advanced stage globally. The current work assessed the link between environmental sustainability commitment and financial performance of firms listed on the Johannesburg Stock Exchange (JSE). The study was quantitative in nature with a case study research design. The longitudinal design was adopted where the researcher collected panel data from 2011–2018. The population of the study included all firms listed on the JSE Responsible Investment Index in South Africa. The sample constituted of 32 firms listed on the Financial Times Stock Exchange FTSE/JSE Responsible Investment Index in South Africa. The researchers employed the panel regression analysis model to analyze the data. Specifically, the Feasible Generalized Least Squares regression model was used in this study. Financial performance was treated as the dependent variable as measured by earnings per share and share price. The independent variables of the study included components of environmental sustainability such as carbon emission reduction and environmental compliance. Control variables such as firm size and liquidity were used in the study. The findings indicated that carbon emission reduction was positively and significantly related to earnings per share and share price. The findings further exhibited that environmental compliance was positively related to earnings per share and share price. It was concluded that firms can enhance their financial performance from environmental investment as all the hypotheses were supported. This study contributes practically towards shaping environmental policies and it also serves as motivation to listed companies that they can enhance both their profitability and market value from environmental investments.
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van Tonder, Estelle, Stephen G. Saunders, and Leon T. de Beer. "A simplified approach to understanding customer support and help during self-service encounters." International Journal of Quality & Reliability Management 37, no. 4 (February 28, 2020): 609–34. http://dx.doi.org/10.1108/ijqrm-06-2019-0198.
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PurposeIn the absence of direct employee involvement, customers sharing knowledge and know-how with other customers during self-service encounters is key for promoting service quality. This study assessed the extent to which customer support and help during self-service encounters could simply be explained by multiple motivations of the social exchange theory.Design/methodology/approachA survey approach was followed. The model was tested among 258 electronic banking customers in South Africa and later cross-validated among 253 electronic banking customers in Australia. Multi-group confirmatory factor analysis with country as the grouping variable, latent variable modelling and indirect tests were performed to assess interrelationships among diverse factors that may contribute to customer support and help during self-service encounters, as accounted for by motivations of the social exchange theory.FindingsAdequate model fit was obtained for the combined structural model, which was based on the invariant model. Value contribution and competence affirmation, pleasure derived from helping, reciprocity and reputation enhancement are relevant motivations of the social exchange theory that may impact customer support and help through knowledge sharing.Research implicationsThe study provides a simplified and more cohesive explanation of customers' motivations for engaging in customer support and helping behaviours during self-service encounters.Practical implicationsService providers seeking guidance on knowledge sharing among customers, which may lead to greater service quality, should benefit from this research.Originality/valueThe findings contribute to greater understanding of social exchanges by customers who provide support and help to other customers during self-service encounters, and that ultimately may affect service quality.
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Salin, P. B. "Key Problems of Political socialization of International students studying in the Russian Federation." Humanities and Social Sciences. Bulletin of the Financial University 10, no. 4 (November 3, 2020): 14–18. http://dx.doi.org/10.26794/2226-7867-2020-10-4-14-18.
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The relevance of this topic is due to the need to realize the maximum potential of Russian higher education as an instrument of “soft power”. The purpose of this article is to analyze the problems that accompany the solution of the main task — the political socialization of international students studying in the Russian Federation. The article covers three main aspects. The first is the absence of a minimum level of knowledge of the host country for high-quality political socialization of international students; the second is the lack of full-fledged motivation for real, not formal socialization, the third is the lack of the same motivation for the effective and meaningful implementation of a set of profile measures among the employees of the receiving side. The lack of resolution of the above three problems makes it impossible and meaningless to work to achieve the main goal — the political socialization of international students studying in the Russian Federation. The main reason for the urgency of the first problem is the orientation of higher education of foreign students in the Russian Federation to maximize profits to the detriment of its other goals, the second is the cultural code of the majority of international students, and the third is systemic management ‘failures’ in Russia itself. At the same time, the unresolvedness of these problems significantly complicates the work with one of the most promising categories of international students — immigrants from the countries of the Greater Middle East, Africa, South Asia and the Asia-Pacific region.
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Mtimkulu, Dorcas Sibongile, Nellie Naranjee, and Anis Mahomed Karodia. "An Evaluation of the Leadership Styles of Managers and Their Impact on Human Capital Factors of Motivation , Performance and Absenteeism of Employees at Selected Hospitals in Eastern Free State , South Africa." Nigerian Chapter of Arabian Journal of Business and Management Review 2, no. 10 (October 2014): 10–41. http://dx.doi.org/10.12816/0011632.
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Mtimkulu, Dorcas Sibongile, Nellie Naranjee, and Anis Mahomed Karodia. "An Evaluation of the Leadership Styles of Managers and Their Impact on Human Capital Factors of Motivation , Performance and Absenteeism of Employees at Selected Hospitals in Eastern Free State , South Africa." Oman Chapter of Arabian Journal of Business and Management Review 4, no. 2 (2014): 47–76. http://dx.doi.org/10.12816/0019038.
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Rothmann, Sebastiaan, and Sebastiaan Rothmann Jr. "Factors associated with employee engagement in South Africa." SA Journal of Industrial Psychology 36, no. 2 (December 2, 2010). http://dx.doi.org/10.4102/sajip.v36i2.925.
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Orientation: Knowledge of the factors associated with employee engagement is important for practitioners and researchers in industrial/organisational psychology in South Africa.Research purpose: The objective of this study was to investigate the factors associated with employee engagement using two models, namely the personal engagement model of Kahn (1990), and the work engagement model of Schaufeli and Bakker (2004).Motivation for the study: Scientific knowledge is needed regarding the factors that are associated with employee engagement.Research design, approach and method: Survey designs were used with two samples taken from various South African organisations (n = 467 and n = 3775). The Work Engagement Scale, the Psychological Conditions Scale and the Antecedents Scale were administered for purposes of study 1. The Utrecht Work Engagement Scale and the Job Demands-Resources Scale were administered for purposes of study 2.Main findings: The results of study 1 showed that two psychological conditions, namely psychological meaningfulness and psychological availability, were positively associated with employee engagement. Work role fit was the best predictor of psychological meaningfulness and employee engagement. The results of study 2 showed that all job resources were positively associated with employee engagement. Organisational support and growth opportunities were the best predictors of vigour, dedication and absorption.Pratical/managerial implications: Interventions to increase employee engagement should focus on work role fit. Job resources, including an intrinsically rewarding job, organisational support and advancement opportunities should be made available to increase employees’ engagement.Contribution/value-add: This study isolated the most important factors associated with employee engagement in South Africa.
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Bhengu, M. B., and M. Bussin. "The perceived effectiveness of employee share options as a mechanism of talent management in South Africa." Acta Commercii 12, no. 1 (December 7, 2012). http://dx.doi.org/10.4102/ac.v12i1.135.
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Purpose of the study: The purpose of the study was to explore the views of a sample of employees, industry experts, academics, and professionals to determine whether employee share options (ESO) are an effective talent management tool in the South African context. Talent management refers to the attraction, motivation, and retention of employees, as well as fostering their loyalty to the company. Problem investigated: This study sought to explore and provide empirical evidence as to whether or not ESO are an effective talent management strategy and remuneration tool. Design and methodology: A quantitative research design was used for this study. A survey was constructed by the researchers, using the main themes identified in the literature. A purposive sampling methodology was then employed, using the key informant technique. A total of 4 300 surveys were electronically distributed, and 256 completed surveys were received. Data were analysed using descriptive statistics. Findings: This study suggests that while ESO are seen as an important component of a total reward solution, they are not the primary drivers of the attraction, retention, and motivation of talent. Respondents indicated that the quality of the work environment and the presence of developmental opportunities are far more significant considerations. Furthermore, the majority of respondents (41%) indicated that they would prefer the allocation of share options to correspond with individual performance. Value of the research: The study suggests that employee reward preferences have evolved over time. Whilst ESO may have been considered a pivotal component of talent management in the late 1990s, today they are only a component of an expected total reward solution. The study demonstrates the importance of consistently reviewing the employee value proposition to ascertain the changing preferences of employees in order to accordingly adapt and maximise talent management. The study can be used as guidance in the design and implementation of share schemes. Conclusion: This study suggests that while ESO are perceived as an important component of a total reward solution, these are not the primary drivers of the attraction, retention, and motivation of talent. Respondents indicated that the quality of the work environment and the availability of developmental opportunities are far more significant considerations. The findings suggest that employee reward preferences have evolved over time. Today's employee has a desire to have reward linked to individual performance, which implies that employers will have to revisit their reward solutions as part of their total value proposition.
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Nujjoo, Aleeshah, and Ines Meyer. "The relative importance of different types of rewards for employee motivation and commitment in South Africa." SA Journal of Human Resource Management 13, no. 1 (November 26, 2012). http://dx.doi.org/10.4102/sajhrm.v10i2.442.
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Orientation: Employees’ perceptions of rewards are related to their affective commitment and intrinsic motivation, which have been associated with staff turnover.Research purpose: The study sought to establish the relationship between intrinsic and different extrinsic rewards with intrinsic motivation and affective commitment.Motivation for the study: South African organisations are grappling with employee retention. Literature shows that employees who are more motivated and committed to their organisation are less likely to quit. Rewards management strategies serve to create a motivated and committed workforce. Using the correct types of rewards can thus provide a competitive advantage.Research design, approach and method: A cross-sectional, correlational study was conducted. Questionnaire data of 399 South African employees were analysed using bivariate correlations and multiple regression.Main findings: Three main findings emerged. Firstly, there is a relationship between all types of rewards investigated and the two outcome variables. Secondly, this relationship is stronger for intrinsic than for extrinsic rewards and thirdly, monetary rewards do not account for the variance in intrinsic motivation above that of non-monetary rewards.Practical/managerial implications: Rewards management strategies should focus on job characteristics and designs to increase staff intrinsic rewards and include non-monetary rewards, such as supportive leadership, to encourage employees’ intrinsic motivation and affective commitment.Contribution/value-add: This research demonstrated the important role different rewards, particularly intrinsic non-monetary rewards, play in creating a committed and motivated workforce. The insights gained from this study can promote organisational effectiveness. Suggestions of how to expand on and refine the current study are addressed.
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Sachane, Maria, Adele Bezuidenhout, and Chris Botha. "Factors that influence employee perceptions about performance management at Statistics South Africa." SA Journal of Human Resource Management 16 (November 20, 2018). http://dx.doi.org/10.4102/sajhrm.v16i0.986.
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Orientation: The implementation of performance management (PM) in the public sector remains a challenge and requires an investigation into employees’ perception of PM at Statistics South Africa.Research purpose: This study investigates the factors that affect employee performance at Statistics South Africa with the aim of providing a management framework for improving the performance of employees.Motivation for the study: The motivation for this study was to identify factors that affect employees’ perception of PM at Statistics South Africa. By ascertaining these factors, it may be possible to influence the performance of employees positively.Research approach/design and method: The study followed a quantitative research approach using an explorative and descriptive design. The population consisted of 3326 employees. The random sample drawn contained 444 respondents, and the realised sample had 303 respondents. This represented a response rate of 68%. Data were collected through a Likert-scale-type questionnaire.Main findings: The results showed that employees perceived PM as ineffective and unfair. Various factors affecting PM at Statistics South Africa negatively were revealed. The analysis of the research identified the following performance factors: communication, talent management, retention, recruitment and selection, engagement and motivation.Practical/managerial implications: The findings revealed that employees were not involved in the development and the implementation of PM. Managers and supervisors who are not committed to the PM of their subordinates avoid performance contracting and the conducting of performance reviews. Managers should be encouraged to give feedback to employees and to see PM as a development tool, rather than a compliance matter.Contribution/value-add: The research study contributes to the understanding of the perception of employees of Statistics South Africa regarding the factors that positively or negatively affect the PM process.
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Roos, Wanda, and Rene Van Eeden. "The relationship between employee motivation, job satisfaction and corporate culture." SA Journal of Industrial Psychology 34, no. 1 (September 4, 2008). http://dx.doi.org/10.4102/sajip.v34i1.420.
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In this study, relationships between employee motivation, job satisfaction and corporate culture were hypothesised and investigated. The sample that was investigated consisted of the majority of the permanent-staff complement of a marketing research company in South Africa. Three instruments were used to measure the constructs concerned, namely the Motivation Questionnaire (MQ), the Experience of Work and Life Circumstances Questionnaire (WLO) and the Corporate Culture Questionnaire (CCQ). Pearson product-moment coeffcients were then calculated and the linear relationships were further explored through canonical-correlation analysis. A possible moderator effect of employee motivation was also explored. The fndings provided support for the linear relationships and, more importantly, identifed the drivers of these relationships. The fndings did not support the moderator effect. Using these fndings, marketing research organisations, in particular, can be guided in terms of workplace attitudes under managerial infuence.
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Heyns, Marita M., and Marilyn D. Kerr. "Generational differences in workplace motivation." SA Journal of Human Resource Management 16 (August 8, 2018). http://dx.doi.org/10.4102/sajhrm.v16i0.967.
Full textAbstract:
Orientation: Despite increasing age diversity in the workforce, organisations still know relatively little about how potentially diverging motivational needs of the various generations might influence motivational strategies and organisational performance.Research purpose: To explore the relationship between multigenerational workforces and employee motivation within a South African workplace setting from a self-determination theory perspective.Motivation for the study: The pursuit of performance excellence requires an understanding of the enablers of optimal performance. In South Africa, the workplace landscape is changing fast as younger generations are joining the workforce in rapidly growing numbers. These younger employees are often believed to differ quite drastically from the older generations in terms of their values and priorities, which necessitates a deeper understanding of the motivational drivers of the different cohorts as these manifest within a workplace environment.Research approach/design and method: A cross-sectional survey approach and a quantitative research design were used (N = 164). Two questionnaires founded on self-determination theory were administered, namely the Work-Related Basic Need Satisfaction Scale and the Work Extrinsic and Intrinsic Motivation Scale.Main findings: Findings contradict the popular notion that generational cohorts differ significantly from each other in terms of diverging intrinsic and extrinsic motivational preferences that may influence their behaviour at work. With regard to the degrees of satisfaction of the basic psychological needs that drive autonomous, intrinsically motivated behaviour specifically, no practically significant differences were found either. There was, however, one notable difference, namely in the indicated degree of satisfaction of the psychological need for autonomy between Generation Y and Generation X cohorts.Practical/managerial implications: Management is advised to cultivate a motivational climate that promotes autonomously motivated behaviour in general and to focus on specific known individual motivational preferences that may exist within groups rather than approaching generational cohorts as homogenous groups.Contribution/value-add: This study contributes to the limited research regarding similarities and differences in the intrinsic versus extrinsic motivational stance of three different generations as these manifest within a workplace setting in an emerging economy country. Findings afford management insight into motivational processes that are most influential among generational cohorts and assist them in adapting suitable motivational strategies that can ultimately improve retention of valued employees.
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Mutsonziwa, Kingstone. "Explaining and Understanding Employee Satisfaction and Leadership within The Market and Social Research Industries in Gauteng Province Using Path and Strategic Impact Analyses." International Journal on Leadership 4, no. 1 (2016). http://dx.doi.org/10.21863/ijl/2016.4.1.011.
Full textAbstract:
This paper is based on the data used for the completion of Doctor of Business Leadership degree submitted at University of South Africa. The purpose of this paper is to identify how demographic information and factors derived from factor analysis affect employee satisfaction in the Market and Social Research Industries in Gauteng Province, South Africa. The data were collected face-to-face from ordinary employees using a quantitative questionnaire. An overall Cronbach alpha of 0.982 showed that the questionnaire used in the study was statistical reliable. Path analysis is used in this paper. It helps to understand the effect of indirect effects on employee satisfaction within the Market and Social Research industries in Gauteng. Further, the path analysis showed that overall leadership style of the leader affects employee satisfaction directly while overall leadership style was strongly driven by leaders motivator attributes. On the other hand, de-motivator leadership attributes tend to negatively affect overall leadership style of the leader. Day-to-day working conditions and co-worker attributes (all derived from employee/job related attributes) directly drove overall employee satisfaction of the respondents.
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Nnenna E. Ukandu. "Strategies to improve the level of employee motivation in the fast food outlets in Cape Town, South Africa." AFRICAN JOURNAL OF BUSINESS MANAGEMENT 5, no. 28 (November 16, 2011). http://dx.doi.org/10.5897/ajbm11.1476.
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Arnolds, C. A. "An Alderfer perspective of the higher education restructuring in South Africa." SA Journal of Industrial Psychology 31, no. 2 (October 29, 2005). http://dx.doi.org/10.4102/sajip.v31i2.191.
Full textAbstract:
The consequences of the restructuring of higher education in South Africa have not yet been thoroughly investigated. This study investigates the impact of the abovementioned restructuring on employee motivation (as measured by Alderfer’s ERG theory), organisational commitment and job performance. The results show that the respondents exhibit low levels of organisational commitment and low satisfaction with monetary remuneration and fringe benefits. The results, however, show high levels of satisfaction with growth factors, peer relations and performance intentions. These results are interpreted in the light of the multiple regression analyses conducted of the interrelationships among the variables. Opsomming Die nagevolge van die herkonstruksie van hër-onderwys in Suid-Afrika is nog nie deeglik ondersoek nie. Hierdie studie ondersoek die invloed wat bogenoemde rekonstruksie op die motivering (soos gemeet deur Alderfer se teorie), organisatories toegewydheid en werksprestasie van werknemers het. Die resultate toon dat die respondente lae vlakke van organisatoriese toegewydheid en lae tevredenheid ten opsigte van monetêre beloning en byvoordele tentoonstel. Die resultate toon egter hoë vlakke van tevredenheid in soverre groeifaktore, kollegiale verhoudinge en werkprestasievoornemens betref. Hierdie resultate word vertolk teen die agtergrond van veelvoudige regressie-analises wat op die inderlinge verwantskappe tussen die veranderlikes uitgevoer is.