Dissertations / Theses on the topic 'Industrial management – Employee participation – Zimbabwe'

This thesis argues that the stakeholder paradox (Goodpaster, 1991) has hindered the achievement of meaningful consultation processes because it perpetuates a management-centered discourse of stakeholder engagement aimed at producing stakeholder consent and legitimating organizational action. In order to advance beyond the use of stakeholder consultation as a sophisticated public relations tool, and instrument of organizational power and persuasion, it must be treated as a series of activities (discussion, deliberation and decision making) linked together through the common modality of negotiative communication.
An analysis of practice guidelines, protocols and key informant interviews using a critical organizational communication approach evaluates the extent to which contemporary instances of consultation practice account for the specificity of stakeholder context, address power and capacity gaps between consulting organizations, and enables all stakeholders to engage in a negotiative dialogue that has a direct influence upon the decision-making process of a project. This thesis argues that operationalizing tenets of a critical communication framework within consultation practice has the potential to produce the conditions for conducting a meaningful consultation with community stakeholders.

The purpose of this study was to document and assess the consequences of implementing employee involvement in a manufacturing setting. Using a quasi-experimental design, the study utilized information from various sources of data including archives, interview, and questionnaire data for a three to four year period. Time series comparisons were used. The results indicated that production increased initially, but then dropped back to original level. Quality of products increased and continued to improve gradually. The highest rate of improvement was observed in safety. An attempt was made to measure current level of commitment at the plant but was unsuccessful due to a low return rate of questionnaires. Overall, data collected partially support the hypotheses. Implications for further research and practice are discussed.

The current study seeks to examine the relationships between perceptions of employee empowerment and perceptions of leadership, span of control, and industry type. Participants were gathered from an archival source employing a high school alumni e-mail group (n = 361) and a survey from 9 organizations (n = 647) and combined into a larger sample (n = 1008). The participants took Bodner's (2005) Assessment of Employee Empowerment and Assessment of Empowering Leadership instruments. Support was found to suggest that people report being less empowered than they believe that top management would report about them. Also, participants reported that their leader was less empowering than they believed top management would report about the leader. Span of control was found to impact perceptions of empowerment. Production workers reported feeling more empowered than workers in service industries. Participants did not report that leaders were more empowering if they were higher in the hierarchy (executive) than lower levels (coach, employee). Also, a respondent's position did not affect the relationship between job type and feelings of empowerment. This study suggests that the organizational design (span of control) and industry type may affect empowerment initiatives, while lower levels of the organization may view empowerment much differently than top management.

Thesis (MA)--University of Stellenbosch, 2000.
ENGLISH ABSTRACT: Individuals in South Africa are constantly confronted with career related challenges. As a result of high unemployment, affirmative action, the outsourcing of work and other changes in the economy, only the very best employees with relevant skills and qualifications can survive in the contemporary work place. Career self-management therefore cannot be neglected or left to the employer, but should be undertaken by each individual on a continuous basis. An unavoidable question, with which any individual will be confronted at some stage during the process of career management, is: 'Will career management necessarily have a positive effect on job performance?" The essential question of this study is whether there is a statistically significant relation between career self-management and job performance. In an effort to investigate and understand this relation more efficiently, a literature study was first undertaken concerning both the independent variable, namely career self-management, and the dependent variable, namely job performance. This was followed by an empirical investigation. Career self-management may be defined as the process by which individuals take well considered, informed, suitable decisions about their working lives. The process of career self-management consists of different components, namely career exploration, career goal setting, the development of career strategies and career evaluation. Career exploration includes self-exploration as well as exploration of the environment. Self-knowledge focuses on the acquisition of knowledge regarding internal aspects such as values, personality, aptitude, interests, weak points and strong points. Environment exploration, on the other hand, includes the acquisition of knowledge and information about the working environment. Career goal setting is the second component in the career self-management process, and involves the setting of challenging but realistic career goals by the individual for the short, medium and long term. The individual develops career strategies in order to realise career goals. Various types of career strategies may be distinguished, such as competence in the current position, extended involvement at work, development of skills, participation in organisational politics and the utilisation of opportunities by, for example, the creation of networks, self-nomination and visibility. After sufficient time has elapsed for the implementation of the strategies, the individual has to compare the identified goals with achieved goals and adjust the original career plan accordingly. These adjustments will in turn require further career exploration and the process will be repeated. The dependent variable, namely individual job performance, may be defined as the way in which a job or task is executed by an individual, group or organisation. An individual's job performance mainly depends on two aspects, namely ability and motivation (attempt). Ability refers to the individual's potential to successfully complete a task or job. Motivation is an internal driving force which moves an individual and which directs his/her behaviour in such a way that goals may be achieved. The empirical part of the study investigated the statistical relationship between the two constructs on a test sample, consisting of 307 individuals from 5 different sectors (mining sector, real estate sector, health care sector, bank sector, and production sector). The career self-management of these individuals was tested by means of two questionnaires, namely the Career Exploration Survey and the Career Strategies Inventory. Their job performance was measured by the Job Performance Questionnaire, which were handed to their managers/supervisors to complete. Statistical analyses showed that no statistically significant relationship exists between career self-management and job performance. Further statistical analyses also showed that there is no relation between any of the components of career self-management (career exploration, career goal setting, and development of career strategies) and job performance. The research results suggest that career self-management does not necessarily lead to improved job performance, even though an individual may manage his/her career constructively.
AFRIKAANSE OPSOMMING: Individue in Suid-Afrika word gereeld gekonfronteer met loopbaanverwante uitdagings. Die hoë werkloosheidssyfer, regstellende aksie, uitkontraktering en ander veranderinge in die ekonomie veroorsaak dat slegs die heel beste werknemers met relevante vaardighede en kwalifikasies in vandag se werkplek kan oorleef. Loopbaan-selfbestuur kan dus nie agterweë gelaat word of oorgelaat word aan die organisasie nie, maar behoort deur elke individu op 'n deurlopende basis gedoen te word. 'n Onvermydelike vraag waarmee enige individu op een of ander stadium tydens die loopbaanbestuursproses gekonfronteer sal word, is: "Sal loopbaanbestuur noodwendig 'n positiewe effek op werksprestasie hê?" Hierdie vraag het die essensie van die studie gevorm, naamlik of daar 'n statisties beduidende verband bestaan tussen loopbaan-selfbestuur en werksprestasie. Ten einde hierdie verband beter te kon ondersoek en verstaan, is 'n literatuurstudie eerstens oor beide die onafhanklike veranderlike, loopbaan-selfbestuur, en die afhanklike veranderlike, werksprestasie, gedoen, waarna die empiriese gedeelte van die navorsing gevolg het. Loopbaan-selfbestuur kan gedefinieer word as die proses waartydens individue weldeurdagte, ingeligte, geskikte besluite neem aangaande hulle werksiewens. Die proses van loopbaan-selfbestuur bestaan uit verskeie komponente, naamlik loopbaanverkenning, loopbaandoelwitstelling, die ontwikkeling van loopbaanstrategieë en loopbaanbeoordeling. Loopbaanverkenning sluit self-verkenning sowel as verkenning van die omgewing in. Selfkennis fokus op die verkryging van kennis met betrekking tot interne aspekte soos waardes, persoonlikheid, aanleg, belangstellings, swakpunte en sterkpunte, terwylomgewingsverkenning die verkryging van kennis en informasie oor die werksomgewing insluit. Loopbaandoelwitstelling is die tweede komponent in die loopbaan-selfbestuursproses en behels dat die individu uitdagende, dog realistiese loopbaandoelwitte stel - vir die korttermyn, mediumtermyn sowel as die langtermyn. Ten einde loopbaandoelwitte te laat realiseer, ontwikkel die individu loopbaanstrategieë. Verskeie tipes loopbaanstrategieë kan onderskei word, soos byvoorbeeld bevoegdheid in die huidige pos, uitgebreide werksbetrokkenheid, vaardigheidsontwikkeling, deelname aan organisasiepolitiek en die benutting van geleenthede deur onder andere die vorming van netwerke, selfnominering en sigbaarheid. Nadat voldoende tyd verloop het waartydens die strategieë geïmplementeer kon word, moet die individu die gestelde doelwitte met behaalde doelwitte vergelyk en op grond daarvan aanpassings maak ten opsigte van die aanvanklike loopbaanplan. Hierdie aanpassings sal weer verdere loopbaanverkenning verg en die proses word herhaal. Die afhanklike veranderlike, naamlik individuele werksprestasie, kan gedefinieer word as die wyse waarop In werk of taak gedoen word deur In individu, groep of organisasie. In Individu se werksprestasie is hoofsaaklik afhanklik van twee aspekte, naamlik vermoë en motivering (poging). Vermoë verwys na die individu se potensiaal om In taak of werk suksesvol af te handel. Motivering is In interne dryfkrag wat In individu beweeg en sy/haar gedrag rig sodat doelwitte behaal kan word. Die empiriese gedeelte van die studie het die statistiese verband tussen die twee konstrukte op In steekproef, bestaande uit 307 individue afkomstig van vyf verskillende sektore (mynsektor, eiendomsektor, gesondheidsorgsektor, banksektor, vervaardigingsektor), ondersoek. Hierdie individue se loopbaanselfbestuur is bepaal deur middel van twee vraelyste, naamlik die "Career Exploration Survey" en die "Career Strategies Inventory". Hul werksprestasie is gemeet deur middel van die "Job Performance Questionnaire", wat aan hul bestuurders / toesighouers gegee is om te voltooi. Statistiese analises het getoon dat daar geen statisties beduidende verband bestaan tussen loopbaan-selfbestuur en werksprestasie nie. Verdere statistiese ontledings het ook getoon dat daar geen verband tussen enige van die komponente van loopbaan-selfbestuur (loopbaanverkenning, loopbaandoelwitstelling en ontwikkeling van loopbaanstrategieë) en werksprestasie bestaan nie. Die gevolgtrekking wat op grond van die navorsingsresultate gemaak kan word, is dat, alhoewel 'n individu sy/haar loopbaan konstruktief mag bestuur, dit nie noodwendig tot verbeterde werksprestasie sal lei nie.

Rapid and chaotic changes in market environments have caused business organizations to modify their organizational structures and social relationships. This paper examines the change in relationship between management and employees, which is shifting from an adversarial and controlling role to facilitation and employee empowerment. This paper's research question concerns how classical sociological theory would explain power redistribution within organizations and the formation of an associative and collaborative relationship which contradicts traditional paradigms. Traditional bureaucratic and contemporary organizational forms are compared and contrasted. Organizational climate, psycho-social components of underlying assumptions and group ethics are seen to be the mechanisms impelling transformation. Organizational change is driven by an emerging secular ethic. This ethic is embodied in an applied model of leadership and examined as an ideal type. The common ethic impelling organizational change is seen to be the same as that causing social transformation in both national and international spheres.

Bibliography: leaves 261-276. Electronic publication; full text available in PDF format; abstract in HTML format. This thesis is about the role that shop floor workers play in organisational change. In particular, it investigates the manner in which a distinct group of worker-level leaders and change agents affected the generation and implementation of change and helped to shape the change process in an organisation undergoing planned change. The data for the thesis were obtained from a three-year, longitudinal case-study of organisational change in a medium-sized automotive components manufacturer, Moving Metals Limited (MML). Electronic reproduction.[Australia] :Australian Digital Theses Program,2001.

There have been many theories that have examined how leaders can be effective within an organization. The purpose of this study was to determine whether or not personality would strengthen or weaken the relationship between the quality of one's relationship with their leader (LMX) and performance outcomes (OCB). Personality did not act as a moderator. In order to test this, 127 participants of both men and women from various organizational and educational backgrounds were surveyed.

Thesis (MBA)--Stellenbosch University, 1998.
ENGLISH ABSTRACT: This study was undertaken with the aim to analyse the social significance of the new Labour Relations Act of the Republic of South Africa, Act 66 of 1995, with special emphasis on workers participation and the impact of the introduction of statutory workers participation on the Industrial Relations System. The Act was implemented on 1 November 1995. The Act provides for the establishment of Workplace Forums. The objective of the research is to examine the impact of the statutory introduction of workers' participation on the South African industrial relations system. The first legal infrastructure of South Africa's industrial relations system was created by the Industrial Conciliation Act of 1924, later to become The Industrial Conciliation Act (No 28) of 1956, and to evolve into The Labour Relations Act (No. 28) of 1956 in 1980. The New Labour Relations Act (No 66) 1995, came into force at the beginning of 1997 with the final passage of The New Constitution 1996. Whereas the old Act with all its amendments imposed a statutory machinery for the resolution of conflict stemming from an adversarial relationship, the new Act presents machinery to the opposite, namely that of deregulation by the State and the promotion of co-operation. In the drafting of the new Act by a task team over nine months only, strong attention was given to the advice of German experts, i.e. the experience of and from a country that led in this particular area after World War II. In fact, certain principles and mechanisms were literally incorporated into Chapter V. If it is considered that Germany received a New Constitution in 1949 and deduced from its Bill of Rights all worker rights in an attempt to transfer the principles of political democracy into the work situation in the form of "Industrial Democracy" by enshrining these progressively into the legislation to this effect, a comparison with South Africa is illuminating. Similarly to Germany in 1949, South Africa received a new democratic constitution in 1995 in the political sphere with a strong influence on the industrial relations system and made its first attempt of legislating for workers' participation by means of ChapterV.
AFRIKAANSE OPSOMMING: Hierdie studie is onderneem met die doel om die sosiale invloed van die nuwe Wet op Arbeidsverhoudinge, Wet 66 van 1995 na te speur, met spesiale klem op werkersdeelname en die impak wat die instelling van statutere werkersdeelname op die arbeidsverhouding sisteem sal he. Die Wet het op 1 November 1995 in werking getree. Die Wet maak voorsiening vir die skepping van Werkplek Forums. Die doelwit van hierdie studie is om die invloed van die statutere instelling van werkplek forums op die Suid-Afrikaanse arbeidsverhoudinge sisteem te ondersoek. Die eerste statutere infrastruktuur van die Suid-Afrikaanse arbeidsverhoudinge sisteem is geskep deur die Nywerheidsversoeningswet van 1924, wat later die Nywerheidsversoeningswet (No 28) van 1956 geword het, en as die Wet op Arbeidsverhoudinge (No.28) van 1956 in 1980 verander is. Met die totstandkoming van die Nuwe Grondwet in 1996 en die politieke demokrasie wat daaruit voortgespruit het, is die Nuwe Arbeidsverhouding Wet (No 66) 1995 aan die begin van 1997 geimplimenteer. Die ou Wet het voorsiening gemaak vir geskiloplossing in 'n teenstrydige klimaat. Die nuwe Wet, daarenteen, maak voorsiening vir deregulering deur die Staat en die insluiting van 'n kanaal van samewerking in die arbeidsverhoudinge stelsel. Met die opstel van die nuwe Wet is daar sterk gesteun op die raad van Duitse kenners wat die nodige ondervinding op hierdie gebied reeds na die Tweede Wereldoorlog in hulle eie land opgedoen het. Duitsland is immers 'n leier in hierdie veld. Sekere kernbegrippe en meganismes is feitlik net so in hoofstuk V vervat. As ons in ag neem dat Duitsland in 1949 'n Nuwe Grondwet ontvang het en dat hulle van hulle Handves van Menseregte werkersregte afgelei het in 'n poging om die beginsels van politieke demokrasie na die werkplek oor te dra in die vorm van "nywerheidsdemokrasie" en dit progressief deur wetgewing te verskans, is 'n vergelyking met Suid-Afrika insiggewend. Net soos Duitsland in 1949, het Suid-Afrika ook in 1995 'n Demokratiese Grondwet ontvang en daarmee saam in die politieke sowel as die arbeidsverhoudinge veld sy toetrede gemaak tot statutere werkersdeelname deur middel van Hoofstuk V.

The purpose of this study was to test for a relationship between locus of control and participation in strategic decision making. The research model included the variables of gender, locus of control, job-work involvement and preference for participative environment as possible influences on team member participation in strategic decision making. Another feature of the model was the proposed three-way interaction effect on member participation. This interaction included member job-work involvement, member preference for participation and leader locus of control.

The construction industry is one of the most dangerous industries in the world, with many workplace fatalities every day. The existence of legislation that governs Occupational Health and Safety (OHS) is an intervention to ensure that all governments, employers and employees play their part in establishing and implementing policies that will help secure healthy and safe working environments. The study is qualitative and with the help of an interview guide, semistructured interviews were used to collect the data. The respondents were selected using purposive and snowball sampling methods. Ten managers from ten (five small, five large) construction firms, two employees from each firm, and the OHS inspector from the Department of Labour in Grahamstown were interviewed. Having explored management’s practices, communication methods, training and distribution of information, employee representation and participation, and industrial relations, several conclusions were reached. During the study it was found that there are a number of obstacles that are hampering effective OHS in the construction industry. Some of these include; management’s lack of commitment to a participatory approach in OHS decision-making, limited resources to invest adequately in OHS, and the lack of sufficient trade union involvement. In addition, we know very little about OHS in the construction industry, and the mere existence of OHS legislation does not help reduce the risks associated with construction work, especially when there is a shortage of skilled personnel to enforce the legislation and regulations.

Thesis (MBA)-- Stellenbosch University, 1998.
ENGLISH ABSTRACT: The Labour Relations Act No 66 of 1995 reflects the efforts of government. business and labour at restoring an environment conducive to workplace harmony. productivity, and minimal work disruptions. This statute. and in particular its reference to workplace forums, provides the basis for this study project, which critically evaluates the establishment of workplace forums and whether these forums will be adopted by business and in particular, labour. Theories relating to worker participation are examined. This paper recalls worker participation and co-determination models as found in Germany. It identifies the establishment and reviews the functioning of these worker participation models. The Labour Relations Act relating to workplace forums IS discussed In detail. It IS compared with the German system of participation. The writer concludes that the German system differs materially from the South African system on key points. The distinct differences that emerge between Germany and South Africa in the structuring of worker participation highlight the impact of social, political and economic factors on the eventual introduction of worker participation at the workplace. Likewise, the background and factors leading to the introduction of workplace forums differ. The German industrial relations system is more developed. Workplace forums are characteristic of a developed country such as Germany. In a developing country such as South Africa, trade unions still play a dominant role in the workplace. Here the establishment of a workplace forum is subject to the power of the union. Accordingly it is unlikely that workplace forums will enjoy much support or success in terms of the present Labour Relations Act. The writer examines the attitudes of capital and labour towards the establishment of workplace forums. and suggests reasons why it is unlikely that trade unions would apply for the establishment of workplace forums. He continues to explain why, in its present format, the concept of 'workplace forums is unacceptable to organised labour and has no chance of being implemented.
AFRIKAANSE OPSOMMING: Hierdie werkstuk handel oor die Wet op Arbeidsverhoudinge, wet 66 van 1995 en veral oor die instelling van werkplekforums. Teorie rondom die beginsel van werker deelname word bespreek. Daar word ondersoek ingestel oor hoe hierdie konsep in Duitsland onstaan het en hoe dit daar toegepas word. Die Suid Afrikaanse proses en onwikkeling van werker deelname in geheel asook deelname in besluitneming word besoek om te kyk of die bepalinge van die nuwe apartheidswet aanvaarbaar vir die plaaslike arbeidsmag is. Die bepalinge van die arbeidswet asook die grondwet aangaande werkpleksforums word in detail bespreek. Dit word gekontrasteer met die Duitse stelsel van deelname. So word daar ook gekyk na die rol van vakbonde in die verhand. Die skywer kom tot die slotsom dat die Duite stelsel op belangrike aspekte van die Suid-Afrikaanse model verskil. So ook verskil die agtergrond en omstandighede wat aanleiding gee tot die instelling van werkpleksforums. Die nywerheidsverhouding stelsel is meer gevordered in Duitsland. Werkpleksforums is 'n kenmerk van 'n onwikkelde land soos Duitsland. In 'n ontwikkelende land soos Suid Afrika speel die vakbonde nog 'n prominente rol in alle aspekte van die werkplek, dus is werkpleksforums onderworpe aan die mag van vakbonde en is dit onwaarskynlik dat werksplekforums ingevolge die nuwe aarbeidswet veeI steun of sukses sal geniet.
Centre for Science Development (HSRC)

This study investigates the role social information and personal dispositions play in the development of attitudes of unionized employees towards employee involvement programs. A theoretical model was developed in order to understand how social information and dispositions form union member attitudes towards employee involvement programs. This was designed from models of employee involvement and attitude formation. Data were collected from employees at electrical power generation facilities. Measures of organizational and union commitment, locus of control, participativeness, social information provided by the company, social information provided by the union, and employee involvement attitudes were gathered through a survey distributed at the facilities. General affect and satisfaction towards four types of employee involvement programs union members are most likely to encounter were measured. Specific hypotheses were developed in order to test and analyze parts of the theoretical model. While the results were at times contrary to the hypothesized relationships within the model, the data fit with the theorized model well enough to provide support for it. This model effectively demonstrated how employee involvement attitudes are formed from such data, and the relationships between the variables measured.
Ph. D.

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The present dissertation has as main objective the development of a study on the direct representation of the workers, prescribed in article 11 of the Brazilian Constitution, both in society and in the work environment, addressing the social relevance of worker consciousness as a salutary measure in the improvement of labor relations. We bring models such as self-management and comanagement or democratic management, which deals with a differentiated format in which the collective of workers take part in the decision-making of the company. We delimit the prerogatives of each representative body in order to shape a peaceful relationship between unions and direct representation bodies. We demonstrate the modulation of ILO Convention n. 135, ratified by Brazil, and Recommendations ns. 143 and 130, on workers representation. We analyze the treatment of the issue in comparative law, bringing to the fore the regulation of direct representation of the French, Portuguese and Chilean legal systems. We present a comprehensive study on the legislative and jurisprudential evolution of direct representation in Brazil, emphasizing the peculiarities of the respective institutions in Brazilian legislation. Finally, we bring the importance of direct representation as a fundamental right of the worker, with a focus on legal and constitutional provisions, as well as propose a model of effective functioning of the institute
A presente dissertação tem como objetivo primordial desenvolver um estudo sobre a representação direta dos trabalhadores, prevista no art. 11 da Constituição brasileira, tanto na sociedade quanto no ambiente laboral, abordando a relevância social da consciência operária como medida salutar na melhora das relações laborais. Trazemos modelos como o de autogestão e de co-gestão ou gestão democrática, que tratam de um formato diferenciado em que o coletivo de trabalhadores tomam parte na tomada das decisões da empresa. Situamos as prerrogativas de cada órgão representativo de forma a moldar uma relação pacíf ica entre sindicatos e órgãos de representação direta. Demonstramos a modulação da Convenção OIT n. 135, ratificada pelo Brasil, e das Recomendações n. 143 e 130, sobre a representação dos trabalhadores. Analisamos o tratamento da temática no direito comparado, trazendo à tona a organização laboral da representação direta dos sistemas jurídicos francês, português e chileno. Retratamos num estudo abrangente sobre a evolução legislativa e jurisprudencial da representação direta no Brasil, dando ênfase às peculiaridades das instituições respectivas na legislação brasileira. Por fim, trazemos a importância da representação direta como direito fundamental do trabalhador, com fulcro nas disposições legais e constitucionais, bem como propor um modelo de funcionamento efetivo ao instituto

From Integrative Summary: This research paper comprises of three sections that include: an evaluation report, a literature review and the research methodology. The first section assesses the management of resistance to change as encountered during the ELIDZ structural re-alignment initiative. The assessment was done after the change initiative had been implemented to see what could be learnt from the exercise, in order to be better prepared for future change programmes. The implemented change was initiated by the CEO of the ELIDZ but its criticality in terms of purpose, or the need for the change was unclear to many employees at the time of initiation. An examination of the literature on change management highlighted the importance of managing resistance to change as part of a change initiative, so as to ensure a successful transition. The review of the literature on management of resistance to change in section 2 of this paper examines the definition of management of resistance to change and in particular, covers key factors like change readiness, participation in change and change communication. These key concepts underpin effective management of resistance during change. The literature on management of resistance to change with respect to the role of change readiness, participation in change and change communication was used to develop a questionnaire that was used to assess the ELIDZ change initiative. The questionnaire was developed in a Likert Scale format with questions across the spectrum of change readiness, change participation and change communication. Section 3 of this paper describes how the quantitative research was provided to the population sample of employees from the ELIDZ where the questions on change readiness, change participation and change communication was used to assess the effectiveness of management of resistance to change during the ELIDZ change initiative. In addition section 3 provides an explanation of how the results of the research were derived. The results on change readiness suggest that the ELIDZ change initiative did not address change readiness adequately. There is therefore a risk of resistance to change that could manifest. This also indicates that change readiness must be planned more thoroughly in future change endeavours. Most of the population sampled did not feel that they participated in the change initiative, suggesting that the ELIDZ did not address participation in the change initiative adequately. Not enabling employees to actively participate in the change is tantamount to decreasing the potential for acceptance of change and increasing the risk of resistance to change. In order to ensure that future change initiatives are not met with employee resistance to change, the ELIDZ should plan for employee participation throughout the change process. The extent to which change communication was addressed in the ELIDZ change initiative was demonstrated by very poor results. The results from the population sampled suggest that the change was not well communicated to employees. As change communication is known to reduce the potential for resistance to change, it is imperative for the ELIDZ to plan for comprehensive communication strategies to cover the change process for future change action.

Thesis (MPA)--Stellenbosch University, 2002.
ENGLISH ABSTRACT: The focus of this research assignment is the evaluation of an individual Performance Management system at local government level in the Cape Metropolitan Area. The researcher has observed a possible decline in customer satisfaction towards the Cape Metropolitan Council Administration and at other Administrations within the City of Cape Town, and the press also highlighted complaints regarding the absence of an entrenched customer care ethic among municipal officials. The researcher was concerned with the way customers are being handled by municipal officials, and sought to find a solution to the problem. The researcher conducted research on what the ideal situation should be, and how to reach the ideal situation, which included South African local government legislation and discussion documents. The researcher also conducted an opinion survey (by means of a questionnaire) within the CMC Administration, in order to obtain the opinions of employees of the City of Cape Town's CMC Administration with regard to perceptions of customer satisfaction, and the possible effect on customer satisfaction should a Performance Management system be implemented within the City of Cape Town. It was found that, should a Performance Management system be introduced within the City of Cape Town, it will contribute to efficiency in service delivery, and staff will be held accountable for their work performance. It was also found that at local government institutions (locally and internationally) where effective organisational and individual Performance Management systems had been implemented, customer satisfaction at these institutions has improved. It is therefore suggested by this research that the City of Cape Town should implement an individual Performance Management system and that customer satisfaction should improve over time.
AFRIKAANSE OPSOMMING: Die fokus van die navorsings opdrag is die evaluering van 'n individuele werkverrigting- bestuurstelsel op die vlak van plaaslike regering in die Kaapse Metropolitaanse Gebied. Die navorser het 'n moontlike afname in kliënte bevrediging teenoor die Kaapse Metropolitaanse Raad (KMR) en ander Rade binne die Kaapse Metropolitaanse Gebied opgelet, en die pers het ook klagte belig betrekkend die afwesigheid van 'n verskansekliënte-sorg etiek onder munisipale amptenare. Die navorser was bekommered met die manier waarop kliënte behandel is deur munisipale amptenare, en het probeer om 'n oplossing te vind vir die probleem. Die navorser het ondersoek ingestel, wat ingesluit het Suid_Afrikaanse plaaslike regerings-wette en besprekings-dokumente, om uit te vind wat die ideale situasie is, en hoe om hierdie situasie te bereik. Die navorser het ook 'n opinie opneming ingestel (dmv. 'n vraelys) binne die KMR Administrasie, om sodoende die opinies van die werkers van Stad Kaapstad se KMR Administrasie betreffend die waarnemings van kliënt bevrediging, en die moontlike effek op kliënt bevrediging as 'n werkverrigting bestuurstelsel in werking gebring word binne die Stad Kaapstad. Daar is gevind, dat as 'n werkverrigting bestuurstelsel voorgestel word binne die Stad Kaapstad, daar 'n verbetering sal wees in doeltreffendheid van diens gelewer, en personeel sal verantwoordelik wees vir hul werkverrigtinge. Daar is ook gevind by plaaslike regering-instansies (plaaslik en internasionaal) waar daar effektiewe werkverrigting bestuurstelsels in werking gestel is, daar 'n verbetering in kliënte bevrediging was. Dus word daar gesuggereer, deur dié navorser dat die Stad Kaapstad 'n individuele-werkverrigting bestuurstelsel moet implementeer en dat kliënt bevrediging mettertyd sal verbeter.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES
Due to a specific normative provision stipulated by the 1988 Federal Constitution, it is incumbent on the State to foster the promotion and encouragement of innovation in the companies. The state action in this procedure is tantamount to State intervention in the economic domain, through induction, through the use of tools that stimulate company innovation. This intervention must be of an exceptional character and always directed to reaching certain fundamental goals duly stipulated in the legal system. As for the scientific, technological and innovative development, there is also a constitutional norm stipulating that the legislation shall support and stimulate companies that invest in research, in the creation of a technology appropriate to the country and in the training and improvement of human resources, and that they set in place remuneration systems allowing the sharing of economic gains resulting from employees´ productivity who is working in the area. Therefore, as legally stipulated, the sharing of incentives to innovation by companies necessarily depends on establishing the participation of employees in the profits deriving from such innovation, which must be done by means of payment of innovation productivity premium (IPP). Payments to employees made as a result of this participation shall deserve a favorable treatment by the tax and social welfare systems, according to the legislation
Por expressa disposição normativa prevista na Constituição Federal de 1988, o Estado deve promover e incentivar a inovação nas empresas. A ação estatal neste processo configura intervenção do Estado no domínio econômico, por indução, mediante o uso dos instrumentos jurídicos específicos de apoio e estímulo à inovação previstos em lei. Essa ação estatal, de caráter excepcional, deve ser sempre direcionada para o alcance de certos objetivos fundamentais devidamente inscritos no próprio ordenamento jurídico. No tocante ao desenvolvimento científico, tecnológico e inovação há norma constitucional determinando que a lei apoiará e estimulará as empresas que invistam em pesquisa, criação de tecnologia adequada ao país, formação e aperfeiçoamento de recursos humanos e que pratiquem sistemas de remuneração que permitam o compartilhamento dos ganhos econômicos resultantes da produtividade dos empregados envolvidos no processo de inovação. Portanto, a fruição pelas empresas dos estímulos legalmente previstos à inovação implica constituição de direito de participação dos empregados nos frutos da inovação, o que deve ser feito mediante pagamento de participação por produtividade em inovação (PPI). Os pagamentos feitos a esse título terão tratamento fiscal e previdenciário favorecido, nos termos da lei

In light of the increase of Hispanic Immigrants (i.e 1st, 2nd, 3rd generation) in the U.S. workforce and the impact that the quality of the leader-member exchange has on the organization's success, this study investigated the quality of the relationship that emerges between hispanic subordinates and Anglo-American leaders (i.e who are most representative of the U.S. dominant culture).

This paper on industrial democracy and employee participation aims at reaching a conclusion on the likely future of these concepts in this country over say, the next decade. An integral part of this aim will be some observations on what might be the most appropriate form(s) which will serve the wide-ranging interests of the protagonists and what strategy options might be available to encourage and facilitate an expansion of participative practices. The approach adopted relies on a search of the extant literature including research findings and reviews, theoretical analyses, documented experiences and comments and observations by a wide range of writers on the subject. From these sources a background of historical and current expectations, attitudes and activities is built up to provide the basis for the conclusions which this paper aims to make. Worker alienation in industry has been debated since Karl Marx wrote of the plight of workers under industrial capitalism. Alienation exists and can be identified when 'workers are unable to control their immediate work processes, to develop a sense of'purpose and function which connects their job to the overall organisation of production, to belong to integrated industrial communities and when they.fai1 to become involved in the activity of work as a mode of personal self-expression'.Alienation is characterised by powerlessness, meaninglessness, isolation and selfestrangement. The concept of alienation is still of importance throughout the world today and seems to be reduced significantly by the introduction of participative practices directly involving the worker. There is an impressive array of research findings which show consistently that satisfaction in work is enhanced by a genuine increase in workers' decision-making power. Since the days of the industrial revolution few ideas have persisted and been pursued from a multitude of directions as some form of democracy in the arena of industrial labour. Clearly, the concept is one of long standing and there are a number of compelling reasons why it should be addressed by contemporary society. In general, the case for industrial democracy and worker participation rests on a number of arguments which may be classified as the political, moral and economic arguments. The political argument relates to the need to extend democracy from the political to the industrial arena and this can be achieved by allowing workers to have a greater say in decision making at work. The moral argument is about the need to provide for the personal development and satisfaction of individual worker. The several tenets of democracy, viz., freedom of expression, access to information, participation and equality, must be the prerogative of everyone if we are to have a truly democratic society. These principles must extend into every facet of life, not least of all, the workplace. Efforts to improve the quality of worklife must be regarded as a social issue because it impacts on the lives of such a large proportion of the population. The moral argument is of such fundamental importance and has such far reaching implications for society that the case for industrial democracy and participation conceivably could be justified on this ground alone. Finally, the economic argument relates to the belief that participation will improve productivity and industrial relations. One of the prime reasons advanced is that participation fosters a more cooperative attitude between workers and management which raises productivity by reducing industrial stoppages. It can be argued that this concept of using participation to improve productivity looks upon the worker as a special kind of factor of production and whose special characteristics must be taken into account if effectiveness is to be maximised. This contrasts with the view that democracy is a right of the worker. The continuing debate suggests that there are some basic human problems of industrial organisation for which various concepts of industrial democracy and participation are seen as possible solutions. In essence, the debate indicates that the fundamental concerns relate to the sharing of power between workers and management; effective co-operation between all members of an enterprise in the interests of efficiency and effectiveness and/or industrial harmony; and the personal fulfillment of the members of the enterprise. There is adequate justification for the debate to be continued and intensified in this country. Certainly, in recent years there has been renewed interest in the subject brought about largely by the need for improved competitiveness and efficiency and by the demands of a better educated and organised workforce for greater involvement in those aspects which impact upon their worklife. The relevance of this paper is thus will established. The subject is approached by firstly examining in Chapter 2 definitions, forms and levels of implementation of participation. Understanding the concepts involved is of greater importance than lengthy definitional debates but clarification of the meanings of the terms 'industrial democracy' and 'employee participation' does facilitate further discussion. Along with these considerations the chapter also examines the primary forms of participation and whether there is any relationship between the form of participation practised and the level within the enterprise at which this occurs. Chapter 3 analyses three models of participation in use in development, implementation and effectiveness of such schemes and to ascertain what lessons these hold for the development of participatory schemes in Australia. Three European schemes have been selected, viz., joint consultation, co-determination and worker management, as they represent quite a broad spectrum of participatory processes. Contemporary Australian developments are examined in Chapter 4 to determine the form, content and thrust of the activities undertaken, the current state of progress including the attitudes of the principal parties and whether there has been any shift in direction and/or emphasis since the early 1970's.. Chapter 5 then provides information about specific Australian experiences with the European models of participation dealt with in Chapter 3 together with the effectiveness of these models in the Australian industrial environment. It seems that the way ahead in Australia will be predicated on the basis of factors such as the attitudes and actions of governments, employers and unions; the experiences of the last decade or so and the barriers to an expansion of democracy in the workplace. Chapter 6 examines these factors to determine the likely future of the democratisation of work and the strategy options available to encourage and facilitate an expansion of participatory practices.

M.B.A.
The importance of a free market in a post apartheid South Africa has been acknowledged. The benefits should be spread so that all individuals may be able to share in the wealth generated by the people within the country. Privatization is one mechanism for redistributing the wealth of the State, and the use of an Employee Share Ownership Participation Scheme (E.S.O.P.S.) is away in which the wealth can be spread over a large proportion of the population. This was a basic policy of Thatcher's Government in the U.K. The same rationale is apt for the South African situation. An E.S.O.P.S. is similar to a profit sharing or a pension plan, and may be group with various holistic empowerment strategies. There are however two fundamental differences from these two traditional plans: • It invests only in the equity of the employer • The E.S.O.P.S. provides the organization with an increased finance tool, through an increased ability to borrow. One of the business trends, in the U.S.A. and the U.K. and more recently in South Africa has been to extend the ownership of shares to employees. This secures a stake in the company, an avenue for retiring owners, and as protection against hostile takeover bids. Other motives that have been used are, as an educational experience and also as a part of participative management philosophy. The author heads the Department of Mining Engineering in the new University of Johannesburg, Faculty of Engineering and the Built...

M.Com.
Participative management has been hailed as the strategic choice to overcoming problems at the workplace. It has become a buzzword for management in the 1980s, and yet has not become entrenched far enough in South Africa to say that participative management practice is, and has been a success ...

This thesis is about the role that shop floor workers play in organisational change. In particular, it investigates the manner in which a distinct group of worker-level leaders and change agents affected the generation and implementation of change and helped to shape the change process in an organisation undergoing planned change. The data for the thesis were obtained from a three-year, longitudinal case-study of organisational change in a medium-sized automotive components manufacturer, Moving Metals Limited (MML). Data were collected at MML during a move from traditional mass production to lean production and the research was conducted using processual action research, while the researcher adopted the dual roles of researcher and consultant to the company. The research identified a distinct group of workers, with no supervisory capacity, who were able to shape the change process in the organisation. These workers are referred to as workers of influence. This group of workers emerged as central characters in the process of organisational change and as leaders and change agents in the organisation. Drawn from the empirical data, criteria for identifying workers of influence are developed in this thesis, based on the authority vested in them by the workforce and their access to management decision-making. A taxonomy of workers of influence is developed in this thesis using these criteria, as well as the duration of tenure of influence. In much of the literature, shop floor workers are portrayed as either passive participants in, or active resistors of organisational change. This research provides evidence of some workers acting as leaders and change agents in an active and influential manner. The research examines issues of power, influence, autonomy and control and their impact on workers' capacity to participate in change. In so doing, this research identifies and opens up an important area of study with implications for organisational theory, literature and the implementation of planned interventions in organisations.
Thesis (Ph.D.)--Department of Social Inquiry, 2000.

This research focused on employee participation in South African organisations as a tool for global competitiveness. Chapter one outlines the background to the study, its aims, statement of the problem and the research methodology. World wide socio -political and political changes were discussed. It emerged that such changes have revolutionalised and democratised countries and their organizations. Despite being recognised as a democratic country now, many of South Africa’s organisations are not yet fully democratic. Such organisations face the danger of being out-performed globally by those organisations that have already democratised themselves, as dictated by global trends. Using a theoretical exploration of relevant literature, the research was designed to determine the extent to which organisations in South Africa have positioned themselves to compete globally through the use of employee participation at the workplace. A theoretically-oriented method was utilised since the concepts of Global Competitiveness, or being “World-Class”, and that of Employee Participatio n are relatively new in South Africa. It is argued that the method contributes, inter alia, to the uncovering of generalisations that could be investigated by future researchers using more accurate and complex designs. At the same time, a broader understanding of the concepts of Global Competitiveness and “World-Class” is gained. From a detailed discussion of the concept “World-Class” it is evident that “world-class” organisations design their strategies, structures and leadership processes in such a way that customers’ needs are continuously met. To ensure that customers are provided with high quality products, globally competitive organisations continuously benchmark their systems, processes and results against those of the best organisation in the world . It is argued that Employment Relations Management as a sub-system of the wider organisational system has to be designed and managed in a way that ensures the satisfaction of the organisation’s employees and external clients. It also has to be benchmarked to ensure that it continues to deliver optimally. This necessitates a paradigm shift in the management of Employment Relations, from the typically Unitarist approach that characterised the work-place prior to the country’s democratisation in April 1994, to an integrated approach that takes cognisance of the interests, values and needs of all stakeholders. Such an approach would, no
Prof. J.A. Slabbert

M.A. (Industrial Psychology)
Participative management is a growing trend worldwide and Is especially in South Africa driven by the spirit of democracy. Although South Africa has moved towards a democratic political dispensation, the establishment of democracy In the Workplace has been left behind. From Available literature It is clear that worker participation is a movement that has not developed systematically but has been influenced by diverse forms of Initiative from different countries. The diversity has led to general confusion in the discussion of worker participation In South Africa. In the said literature the concept of participation is approached on the assumption that the style of managing work relationships is conditioned by the culture of the organisation. On this basis an effective management style will be the most powerful Instrument at the disposal of management to steer South Africa away from the present abyss of Industrial conflict and low productivity.

This research undertakes a theoretical investigation of concepts related to industrial democracy and examines the need for workplace democracy within South Africa's dynamic contemporary context. It looks at the history of labour relations in South Africa as well as current labour relations and new legalisation in order to identify relevant change that has occurred that may facilitate the realisation of a democratic working environment. Labour relations in South Africa have always been conflictual and currently, during South Africa's transition to democracy, they continue to pose many challenges. This dissertation examines these challenges and investigates ways and means of achieving successful and sustainable transformation within the workplace that reflects the broader ideals of an improved quality of life anticipated by a political democracy.
Thesis (M.A.)-University of Natal, Durban, 1998.

Employee involvement and participation in HIV-prevention interventions at the workplace remains a barrier to effective programme implementation, which contributes significantly to programme failure and the consequent continued spread of HIV among employees at the workplace. This study explores employee involvement and participation in HIV-prevention interventions at a Bulawayo tyre manufacturing firm. It assesses factors affecting employee involvement and participation in these interventions, and examines the implications of these findings for programme implementation. I used a semi-standardised interview schedule to conduct in-depth, face-to-face qualitative interviews and a self-administered questionnaire to collect quantitative data. The responses showed the nature of employee involvement in HIV-prevention at the firm was at a co-option level, and the type of participation was mere token participation. I recommended that the firm should develop a clear understanding of the importance of stakeholder involvement in HIV-prevention programmes.
Sociology
M.A. (Social Behaviour Studies in HIV/AIDS)

The South African gold mining industry has since its inception, relied on an authoritarian and paternalistic form of labour control. This inheritance is due to a number of reasons; the nature of the process of gold mining itself, the reliance on migrant labour, the poor levels of education of workers in the industry, the regulation of workers' lives in hostels as well as the attitudes of white supervisors towards the control of labour - an inheritance from the British system, which tends to view hierarchies as rigid and highly stratified. The particular kind of paternalism found in gold mining has however, evolved over a time frame spanning this century, and has been subject to modification and external influence, particularly from managerial theories borrowed from Western , Europe and the United states. Thus, scientific management made its presence felt in the first half of this century, whilst more recently, the need to transfer new and upgraded technology has drawn on the sociotechnical tradition. The human relation movement, also a more recent phenomenon, has grown in direct response to the increasing levels of conflict on gold mines between management and labour. " At present the industry is undergoing a crisis in the form of a depressed gold price (necessitating reduction in the labour force), poor levels of productivity and an increasing challenge to management hegemony in the growth of a mass based trade union - the National Union of Mine Workers. It will be argued that these factors have necessitated that management in the industry ' search for new and more appropriate methods for the co-ordination and control of labour, and that the form that this has taken is towards more worker participation in decision-making. Participation on gold mines is developing in a number of areas; with consultative councils, with increasing consultation with the unions, in particular the N.U.M., in productivity drives such as the quality circles movement, and more recently in employee share ownership schemes (E.S.O.P.S.). All of the above approaches are attempts by senior management to incorporate labour more into the management process, and thus try to reduce the level of polarisation between labour and capital, which has gained in intensity in the industry over the past decade.
Thesis (M.A.)-University of Natal, Durban, 1992.

Globally organisations face unacceptable levels of fatalities that translate into financial losses and bad publicity, which can be attributed to the inadequate employee engagement in decision making in daily work activities. This study explores the participative role of employees in the management of occupational health and safety (OHS), and investigates the impact of employee participation on the decision making processes that create a safe workplace. The joint labour-management committees encourage employee participation that improves the injury and disease prevention programs. Four participative approaches exist in the decision making processes, namely Directed Participation, Involvement, Pro-active Participation and Ownership, that are interrelated and integrated with the decision making process. When employees are required to abide by set guidelines and procedures, Directed Participation is appropriate. This has been observed to occur with little or no input from employees, whilst the application of legislation requires the process of involvement where critical decisions are made outside the domain of the employee. The pro-active participation process entails the sharing, consulting and making of joint decisions, which is most suitable in the Safety Health and Environmental committees, ensuring the process of Ownership empowers employees to champion the OHS activities. In OHS management there are instances when numerous participative approaches are utilised simultaneously to make decisions. All employees, both blue collar workers and management have a positive influence in creating a safe workplace, with the likelihood of older and experienced employees participating more than their younger counterparts in the decision making processes within the various OHS forums. Also, the more employees assume full responsibility for their health and safety, the greater is their influence to find solutions to the safety challenges. Additionally, making joint decisions to create a safe workplace will, in turn, encourage employees to participate more. The use of the participative approaches results in an improvement in the iii decision making processes within S.H.E. committees and OHS management processes, thereby making a positive contribution. More research is recommended to explore the relationships between employee participation in decision making and the compliance to OHS legislation, employee training, the safety culture and the influence of trade unions.
Business Management
DBL

Employee engagement has been conceived as one of the “hottest topics in management” (De Cieri, Holmes, Abbott, & Pettit, 2002; Saks, 2006). Therefore, the need to further understand factors that enhance the level of employee engagement is of utmost importance if organisations are to successfully increase their competitive edge. The purpose of the present study was to develop a model of personality traits and work-life balance as determinants of employee engagement among employees in the various industries in South Africa. In particular, the present study investigated relationships between personality traits adapted by Martins (2000) which include five robust factors: agreeableness, extraversion, conscientiousness, resourcefulness and emotional stability and work-life balance as measured by the Survey Work-home Interaction/NijmeGen (SWING) which consists of four dimensions, namely, negative work-home interaction, positive work-home interaction negative home-work interaction and positive home-work interaction. The study utilised Schaufeli’s (2002) Utrecth Work Engagement Scale (UWES) which consists of three interrelated dimensions: vigour, dedication and absorption. A quantitative cross-sectional survey was followed and the data was collected from a population of 1 063 working adults through a Web-based survey. The results revealed significant relationships between the variables. Specifically, the results revealed that positive work-home interaction and positive home-work interaction appeared to be stronger correlated to engagement than the five dimensions of personality traits. For instance, a Pearson correlation analysis revealed that positive work-home interaction (r = .33) and positive home-work interaction (r = .30) had the highest correlation with employee engagement. In the same vein, the canonical correlation analysis revealed that positive work-home interaction, positive home-work interaction, agreeableness, conscientiousness and emotional stability exhibited the highest correlation with the canonical employee engagement construct variate. The results of the structural equation modelling further confirmed that the interaction of three personality traits, namely, agreeableness, conscientiousness and emotional stability and two of the work-life balance constructs, which are positive work-home interaction and positive home-work interaction, significantly and positively predicted employee engagement. The outcomes can be useful in informing employee engagement strategies, particularly in the recruitment, selection and retaining of highly skilful talents. Specifically, the study provided practical recommendations for employee engagement practices, based on the literature review and empirical results. This study highlighted the manner in which the personality traits and work-life balance variables impacted on employee engagement behavior.
Industrial and Organisational Psychology
D. Litt. et. Phil. (Industrial and Organisational Psychology)

Indiana University-Purdue University Indianapolis (IUPUI)
Safety researchers have devoted extensive attention to safety performance behaviors. However, current safety performance models have yet to differentiate between safety citizenship behaviors directed towards the organization and those directed towards individuals. This might be a potential oversight, considering that citizenship behaviors targeted at different beneficiaries might be associated with different antecedents. As such, the purpose of the present study was to develop and validate a new safety performance scale. Items from existing measures formed the item pool and those tapping into the proposed dimensions were selected. Next, items were pilot tested using an online panel of 333 employees from various safety-related industries. A 4-factor structure emerged after exploratory factor analysis and the scale was further refined using reliability analysis and item response theory analysis. Finally, confirmatory factor analysis was conducted to replicate the factor structure using data from 137 employees. Theoretically related variables were correlated with the safety performance dimensions to establish the nomological network. Results supported the 4-factor structure of the new safety performance scale and construct validation hypotheses were largely supported. Implications, study limitations, and directions for future research are discussed.

The purpose of this study is to explore the attitudes of middle managers towards cultural diversity and cultural diversity management. A qualitative method of research was chosen to carry out the study. Twenty middle managers from four different companies in the Greater Durban Area were interviewed. One of the main findings of the study was that managers displayed positive attitudes towards cultural diversity and cultural diversity management. However, it was also found that whilst the attitudes displayed towards people of different cultures and races remained positive, little was done in terms of managing the differences that these people brought to the organisation. It was also found that organisations were agreeable to complying with legislative frameworks such as affirmative action and equal employment opportunities to manage diversity. Furthermore, it was established that factors such as understanding, tolerance and acceptance were perceived to be vital "ingredients" to helping diverse people feel accepted and wanted in the company. This was due to their role in increasing productivity levels and decreasing turnover. However, it was uncovered in the literature review, that complying with legislation alone was not enough to manage cultural diversity. If organisations want to unleash the true benefits of diversity management, they wi ll need to recognise people with these differences and simultaneously accept and manage these differences.
Thesis (M.A.)-University of Natal, Durban, 2000.

The purpose of this study was to explore and describe Kenya Power employees’ perceptions of their adoption and implementation of online internal communication tools as a means of creating and managing long lasting relationships among all employees in the organisation. The theoretical point of departure for this study was framed within online internal communication and relationship management while principles of e-government were also considered. A single case study design was adopted for the study which combined both quantitative and qualitative data collection techniques while data was triangulated using an online self-administered questionnaire, focus group moderator’s guide and an interview schedule. The results guided by the theoretical criteria indicate that the implementation of online internal communication tools was done at Kenya Power without considering the internal stakeholders’ needs and preferences. The consequence is that employees have developed negative perceptions about internal online communication resulting in low adoption for relationship management activities. The findings of this study could be useful for other public sector organisations in that it will help them to positively change employees’ perceptions as well as enhance the implementation and adoption of internal online communication tools for the purposes of relationship building which could result in better internal communication and public sector services.
Communication Science
M.A. (Communication)