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1
Swanepoel, Jack Ian. "An investigation into retaining specialised employees within Spoornet." Thesis, Nelson Mandela Metropolitan University, 2004. http://hdl.handle.net/10948/241.
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State-owned enterprises (SOE’s) in South Africa have long been financial albatrosses around the government’s neck. The government decided to restructure them so that they can play a role in the overall economic development of the country (Didiza, 2002:15). Transnet, one of South Africa’s largest SOE’s, is the largest transportation company in South Africa and is divided into various business units, of which Spoornet (rail transportation) is one. Spoornet has had to evolve from a subsidised state owned enterprise to a semi-privatised business unit, able to survive in a competitive business world. This entailed streamlining and restructuring the business unit in order for it to become more productive and financially fit. One of the biggest threats was the amount of human capital that Spoornet employed. The workforce had to be reduced in order to allow Spoornet to become an effective and competitive business unit. In addition to this, Spoornet must adhere to affirmative action policies instituted by government labour laws (Employment Equity Act, Act 55 of 1998). This act was introduced to redress the present effects of South Africa’s past in bringing about a diverse workforce broadly representing South Africa’s demographics. This has resulted in early retirement packages being offered to assist Spoornet in achieving employment equity targets. All of these changes have had a major impact on employee turnover that has resulted in a large amount of skills and expertise being lost. Professional, specialised and skilled people are in global demand, which has added to the exodus of employees from many organisations. Spoornet has experienced this at an alarming rate, so much so that in 2001, they established a retention committee to address ways to reverse the high number of specialised employee exits. Abstract iv The overall purpose of the research was to identify strategies for Spoornet to retain their specialised and skilled employees, thereby reducing the amount of specialised and skilled staff turnover. The research methodology for this study comprised the following steps: • Firstly, a full literature study regarding strategies that an organisation can utilise for the retention of their critical employees was researched. • Secondly, the views of current Spoornet employees on retention strategies were assessed in an empirical study, which involved completing a questionnaire. • Lastly, recommendations due to the findings of the researcher were identified for Spoornet to retain their highly skilled and specialised employees.
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Malongwe, Pamela. "Business and information strategic alignment of project and procurement management processes in the railway organisation in South Africa." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2741.
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Thesis (MTech (Business Information Systems))--Cape Peninsula University of Technology, 2018.<br>Railway organisations in South Africa are government parastatals. These organisations have embarked on mega modernisation programmes. Project and procurement process alignment is crucial to the successful implementation of such programmes, as the disconnect between the two processes may result in project cost overruns and escalations. Projects in the parastatal organisations are not completed on or executed according to the planned schedules. The two main research questions are stated as follows:
i) What factors affect the alignment between procurement and project management processes in the South African railway organisation? ii) How can the parastatal organisation align the procurement and project management processes? For the research methodology, a subjectivist ontological and interpretivist epistemological stance was followed. The research approach is inductive, with a case study as strategy. Data collection was done on a non-random, purposively selected unit of analysis and observation. Purposive sampling allows the researcher to rely on his or her own judgement when choosing to participate in the study. Participants were selected based on characteristics of a population and the objectives of the study. The participants belong to three departments, namely IT, SCM, and the Project Management Office (Project Managers). These three departments were selected because of their relevance to the study. Interviews were conducted using semi-structured questionnaires. The instrument used was interview guide. Data was analysed by firstly transcribing the interviews. To confirm the correctness of the interviews, the data was validated. Data was further analysed by means of summarising, categorising, and conducting a thematic analysis. Ethical principles were followed in accordance with the policies and procedure of CPUT. The study revealed that project and procurement process misalignment in the railway sector in South Africa does exists. A detailed discussion of factors contributing to this misalignment are discussed further in chapter five and chapter six is recommendations.
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Gillespie, Neil. "The legal protection of temporary employees." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1019793.
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This paper is divided into two distinct sections. The first being an analysis of the legal protection of temporary employees as things currently stand. It deals with the various labour laws that currently regulate temporary employment as well as the temporary employment contract and the common-law. The second section summarises and analyses the provisions of the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill as they apply to fixed-term employees. Temporary employees are protected by the general protection extended to all employees in terms of section 23(1) of the Constitution of the Republic of South Africa, 1996, guaranteeing all employees the “right to fair labour practice”. The Labour Relations Act has as one of its main objectives to give effect to and regulate the fundamental rights contained in the Constitution. Thus the Labour Relations Act must not only give effect to constitutional rights but it must also ensure that it in no way unreasonably or unjustly denies or limits constitutional rights. Temporary employees have a number of labour laws protecting their interests. Where the provisions of the Basic Conditions of Employment Act, a Bargaining Council Agreement or a Sectoral Determination do not apply the employee will rely on the terms of the fixed-term employment contract and thereafter the common law for protection. The only protection offered to temporary employees contained in the Labour Relations Act is in section 186(1)(b), where a dismissal is defined to include the non-renewal of temporary contracts of employment where there is a reasonable expectation of renewal on the same or similar terms. This provision has proved to be highly controversial in that it does not expressly cater for temporary employees who harbour reasonable expectations of indefinite employment. An analysis is made of the most important cases relating to section 186(1)(b). The second section unpacks and critically analyses the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill which have been long in the offing and when they are finally enacted, will bring with them sweeping changes for atypical employment . The amendments will drastically change the way employers make use of fixed-term employees as well as the way in which Temporary Employment Services may conduct business if they are in fact able to keep working at all. There is very little literature of substance written about the Labour Relations Amendment Bill as it applies to atypical employment. The fact that the proposed amendments have changed so many times over such a long period of time might have deterred many writers from investing time and effort in attempts to analyse and summarise the amendments. Articles posted on the internet are in the main short and have very little content. No books were found with any discussion that pertains to the amendments. The amendments divide employees involved in atypical employment into two different categories. These categories consist of employees earning above the threshold in terms of section 6(3) of the Basic Conditions of Employment Act and those earning below this threshold. All fixed-term employees may rely on the provisions of section 186 of the Labour Relations Act. Employees earning below the threshold are considered to be the most vulnerable and have been afforded additional protections in terms of sections 198(A), (B) and (C). Issues surrounding Temporary Employment Services and fixed-term employees have been very divisive and have been the topics of heated debate at all levels of Industrial Relations for a long time. Discussions regarding the use of the services of Temporary Employment Services can be highly emotive, with Temporary Employment Services being accused of committing wideThis paper is divided into two distinct sections. The first being an analysis of the legal protection of temporary employees as things currently stand. It deals with the various labour laws that currently regulate temporary employment as well as the temporary employment contract and the common-law. The second section summarises and analyses the provisions of the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill as they apply to fixed-term employees. Temporary employees are protected by the general protection extended to all employees in terms of section 23(1) of the Constitution of the Republic of South Africa, 1996, guaranteeing all employees the “right to fair labour practice”. The Labour Relations Act has as one of its main objectives to give effect to and regulate the fundamental rights contained in the Constitution. Thus the Labour Relations Act must not only give effect to constitutional rights but it must also ensure that it in no way unreasonably or unjustly denies or limits constitutional rights. Temporary employees have a number of labour laws protecting their interests. Where the provisions of the Basic Conditions of Employment Act, a Bargaining Council Agreement or a Sectoral Determination do not apply the employee will rely on the terms of the fixed-term employment contract and thereafter the common law for protection. The only protection offered to temporary employees contained in the Labour Relations Act is in section 186(1)(b), where a dismissal is defined to include the non-renewal of temporary contracts of employment where there is a reasonable expectation of renewal on the same or similar terms. This provision has proved to be highly controversial in that it does not expressly cater for temporary employees who harbour reasonable expectations of indefinite employment. An analysis is made of the most important cases relating to section 186(1)(b). The second section unpacks and critically analyses the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill which have been long in the offing and when they are finally enacted, will bring with them sweeping changes for atypical employment . The amendments will drastically change the way employers make use of fixed-term employees as well as the way in which Temporary Employment Services may conduct business if they are in fact able to keep working at all. There is very little literature of substance written about the Labour Relations Amendment Bill as it applies to atypical employment. The fact that the proposed amendments have changed so many times over such a long period of time might have deterred many writers from investing time and effort in attempts to analyse and summarise the amendments. Articles posted on the internet are in the main short and have very little content. No books were found with any discussion that pertains to the amendments. The amendments divide employees involved in atypical employment into two different categories. These categories consist of employees earning above the threshold in terms of section 6(3) of the Basic Conditions of Employment Act and those earning below this threshold. All fixed-term employees may rely on the provisions of section 186 of the Labour Relations Act. Employees earning below the threshold are considered to be the most vulnerable and have been afforded additional protections in terms of sections 198(A), (B) and (C).
4
Khangala, Lavinia Musiwa. "Minimum wage fixing for domestic employees." Master's thesis, University of Cape Town, 1994. http://hdl.handle.net/11427/17505.
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DeMellow, Ian T. M. "Cost efficiency of NSW rail passenger services 1951/52-1991/92 : a case study in corporate strategic modelling." University of Sydney, 1996. http://hdl.handle.net/2123/2693.
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Doctor of Philosophy<br>During the 1990s, governments, managements and unions have been focused upon improving the cost efficiency of firms. This focus has been strongest for firms in the public sector where improved outcomes can be expected to significantly improve the Gross Domestic Products of whole economies. This case study looks at the cost efficiency of NSW rail passenger services over a 41 year period to 1991/92, long suspected (but hitherto only tentatively demonstrated) as a paradigm of cost inefficiency. The case study focuses upon the use of the total factor productivity (TFP) index, as a datum point for measuring change in productivity in four markets: suburban, internrban, country and interstate passenger services since 1951/52. From this datum, changes over the years in management, technology and other external factors can be identified and assessed. The thesis identifies management quality (the organising element in the firm) as the preeminent factor in determining productivity change, and the role that new technology plays in its impact on failures in management. We establish the linkages between management and innovation, with TFP, pricing efficiency and economic resource use efficiency, to present a rich paradigm for assessing the economic performance of any business firm. Borrowing from systems theory and other management practices such as total quality management, we disaggregated the case firm into its component systems, sub-systems and processes, for separate study in relation to impact on TFP. The database for 41 years of rail behaviour is the richest ever compiled for any railway in Australia, and with enhanced modelling, enables a systematic treatment of the performance through time of State Rail's passenger services.
6
Strydom, Masunet. "The status of employees employed by temporary employment services." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13680.
Full textAbstract:
The traditional employer-employee relationship came under an increased threat the past two decades with employers finding the option of utilising the services of Labour Brokers more attractive. Various reasons existed for this tendency amongst employers to opt for the use of Labour Brokers, some of these reasons being valid but mostly some reasons being born out of fear for the unknown labour law duties and obligations that were proposed to be placed on employers post 1994. In the absence of an action plan between the role players in the labour fraternity pathing the way traditional employer-employee relationships could be salvage, employers resorted to the appointment of Labour Brokers and Government on their part retaliated by considering either the total ban of Labour Brokers or the regulation of the profession to such an extent that same became largely unattractive and problematic. The non-addressing of problems and fears faced with by employers post 1994 resulted in an opportunity waisted to narrow the gap between employers and employees with the fight over work force power being the more important factor taken into consideration. This treatise will explore the options that faced the roll players post 1994 in the labour market, the reason for choices made and the effect same has had since on the labour market. The problematic amendments made to Section 198 of the Labour Relations Act in an attempt to iron out the wrinkles poor choices made by the stake holders over the regulations of Labour Brokers, will be discussed. The ripple effect the amendments to Section 198 of the Labour Relations Act had on other pieces of South African legislation will be considered and the uncertainty and confusion it has created discussed. Specific attention needs to be drawn to the intention of the legislature as to which party, the Labour Broker or employer, will be responsible for the ramifications of the wrong doings of an employee. Also, which party will be responsible to the employee to fulfil its labour rights as granted in the Constitution of South Africa. Unleashing reaction to the regulations of Temporary Employment Services does not seem to be a problem, the problem arises where the regulations proposed did not unleashed the desired reaction and roll players finding themselves frustrated and with having no alternative as to turn the Courts to solve the largely self-inflicted conundrum. The courts are left with the task of clarifying the legislature’s true intension in amending section 198 of the Labour Relations Act, which impact the writer with all due respect do not think the legislature even appreciated when the amendments were drafted. Currently, there is dividing views on the future of Labour Brokers per se in South Africa and the interpretation concerning Section 198 of the Labour Relations Act, as amended. The focus of this treatise is to highlight the different interpretations given to these amendments this far and highlight that if it is in fact the wish of stake holders in the Labour fraternity that Labour Brokers should continue to exist, clarification is needed by our Constitution Court on certain vital issues and as discussed in this treatise.
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Ngxabazi, Nosipiwo. "Retention of black employees at Metropolitan." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/8519.
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Thesis (MBA)--University of Stellenbosch, 2011.<br>Metropolitan, like all companies in the insurance sector, would like to limit attrition to ensure that
the institutional knowledge is retained. At the time when the employee has already tendered a
resignation letter, most companies conduct an exit interview. The researcher feels that at this
stage, it is rather late. It is important therefore to understand in advance, the reasons why
employees would consider leaving the organisation and put corrective measures in place to
prevent that.
Retention of key employees is a highly topical subject and an important dilemma that many
companies have to deal with. It requires leadership attention and scientific understanding of the
causes of attrition. In South Africa, the concept of retention of specifically Black employees has a
broader significance in that it contributes to higher BEE scores and opportunities to do business
with government for those companies that have such interests. The purpose of this study is to
firstly understand the phenomenon of retention as it applies to the Black employees of
Metropolitan. Black employees with skills and experience are arguably the most attractive group on
the labour market due to the lack of such skills. Because of this, companies are struggling to retain
their Black employees. This study explores what Metropolitan should take into account when
designing retention measures for Black employees. It asks the Black employees themselves, what
they consider as important that would help in retaining them.
Furthermore, it will help the company to investigate which characteristics or variables to consider
when formulating its retention strategies. The questions that the study endeavours to explore are:
What mechanisms should Metropolitan use to retain especially Black employees? If current
employees are considering leaving the company, what are the main reasons for wanting to leave
or looking for a job elsewhere? What are the characteristics that employees consider most
important that would make them want to stay at Metropolitan.
The subject matter investigation involved a survey which was sent to Black employees in the
company and the results which were analysed. The results shed some understanding on the
reasons why employees would consider applying for a job outside of Metropolitan. It gives the
company an understanding of how many of its current Black employees are looking for jobs
elsewhere. Because of this prior knowledge, the company can intervene and put measures in
place to retain those who were already looking to leave the company. The study also details
characteristics that Black employees at Metropolitan consider to be important by certain
biographical categories like job grade, age, education, gender and experience. The results further
build on the existing literature of retention, especially in the South African environment in the era of
transformation laws.
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Axon, Kerry. "Factors affecting the retention of employees in auditing firms." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1015728.
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The twenty first century has identified knowledge, as opposed to labour, raw materials or capital, as the key resource required by firms. This has created a shift of ownership in relationships between employees and employers since employees own the tools of production through the knowledge they hold (Kinnear & Sutherland, 2000). The employment relationship is undergoing fundamental changes due to international competition, de-regularisation and globalisation which have major implications for attraction, motivation and retention of talented employees (De Vos & Meganck, 2009). Organisations face great challenges and intense competition with almost all strategies being easily replicable by competitors. This has led organisations to begin realising that people are in fact the only real differentiator that can gain the organisation competitive advantage (Munsamy & Bosch Venter, 2009). Turnover of employees costs South Africa millions of rands per annum through decreased productivity, increased accidents and quality problems. Specifically, loss of knowledge workers are identified through costs of hiring and training new employees, loss of institutional knowledge, lower office morale, loss of talent and customer dissatisfaction. It is therefore essential to understand the reasons why employees leave organisations in order to discover how to retain them (Mendes & Stander, 2011; Gaylard, Sutherland & Viedge, 2005). Employee turnover can have several negative consequences. It can be difficult to replace the departed employees and the cost of replacing employees can be exhaustive. Remaining employees can be left feeling demoralised from the loss of valued co-workers and work patterns can be disrupted until replacements are found (Newstrom and Davis, 1997). Bilal, Zia-ur-Rehman, and Raza, (2010) add to this list of negative consequences of turnover as turnover can increase recruitment and training costs, loss of productivity as projects lose continuity, interruption of key activities, increase in mistakes made, or even hiring the wrong person for the position.
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Schuurman, Labeeqah. "An evaluation of tourism training : a conceptual analysis." Thesis, Cape Technikon, 2004. http://hdl.handle.net/20.500.11838/1585.
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Thesis (MTech (Tourism and Hospitality Management))--Cape Technikon, Cape Town, 2004<br>The research is aimed at achieving a conceptual analysis of tourism training. Training initiatives in the Western Cape province are frequently mentioned by way of example, while the respective roles of tertiary institutions, the future Cape Peninsula University of Technology and the Sector Education and Training Authority for the Tourism, Hospitality and Sport Education and Training Authority (THETA) are extensively explored in the research. An investigation is undertaken to determine the gaps between the output of the tourism education and training system and the real demand of tourism employers. The research report will delineate the issues that need to be covered in the research study to determine the gaps between the output of the tourism education and training system and the real demand of tourism employers. A pilot study, commissioned by the World Tourism Organisation (WTO), reveal gaps in tourism training worldwide, especially in the occupational category of front-line workers. In this category, the most common gaps relate to interpersonal communication skills, languages, computing and elementary knowledge of business techniques. The conclusions of the pilot study are noted and explained by pointing out the need to incorporate the changes in education regarding learnerships, skills programmes and work-based qualifications, as set out by the Tourism, Hospitality and Sport Education and Training Authority (THETA) for the tourism industry. The research proceed to highlight the role of other major stakeholders, for example, that of the Department of Environmental Affairs and Tourism (DEAT) with the view that tourism must be understood in a global, national and provincial context.
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Hamaamba, Tyson. "Training needs for municipal employees: a case study of Makana Municipality." Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1007952.
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This study investigated the education and training needs for municipal employees in order to inform an education and training strategy that would address environmental management challenges in Makana local municipality in Grahamstown, Eastern Cape province. The research was conducted as a qualitative case study that made use of questionnaires, document analysis, focus group discussions and interviews as instruments for data generation. Samples of respondents were selected from Makana Municipality employees in top and middle management positions, professionals/technicians and workers, including elected councillors. The study was contextualised through establishing environmental management issues in Makana municipality; establishing organisational needs; development of a learner profile; and through a review of policies and recent trends in adult education. The study established that the Makana Municipality employees are most concerned with the following issues: sanitation; solid waste management; livestock management and fire management. These issues require primary environmental competences among all council employees (top and middle management, professionals and technicians, workers and councillors who work on part-time basis). The educational implications needed to respond to these issues also require an understanding of legislation. The study also established that technical education and training which includes planning, project management, and financial and budgeting competences are necessary amongst the management and professionals. These competences may enable them to develop capacity in environmental management. This study further established the need for social education which includes competences such as communication and social justice. These competences should be developed amongst members of the same group as they need to involve the community in management of the environment. This should enable the municipality to create job opportunities and help change negative attitudes.
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Simpson, Zane Paul. "The development of a freight flow segmentation methodology to inform rail reform : a South African case study." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80208.
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Thesis (MComm)--Stellenbosch University, 2013.<br>ENGLISH ABSTRACT: Global rail reform is an important topic, especially seen against a backdrop of a worldwide
requirement to facilitate modal shift back to rail. This modal shift is required because of
growing environmental issues and rising freight cost concerns.
Appropriate rail reform is also required to create an environment for South Africa’s freight
railway to sustainably achieve modal shift to reverse this trend. This research is based on an
idealised design approach that postulates an ideal virtual railway for South Africa, based on
Transport Economic and market segmentation principles.
It is accepted that major investment will be required to realise this ideal railway, but the exact
role, positioning, institutional and organisational structures of the railway system require
clarification. The established approach to provide this clarification in a typical business is,
first and foremost, to understand the market that needs to be served through appropriate
market segmentation. In this regard, the research presents:
• an overview of South Africa’s surface freight transport industry, including the specific
challenges faced by the industry and the historical evolution of the industry;
• a benchmarking exercise of South Africa’s rail system against global rail systems;
• a summary of global rail reform case references;
• the need for transport economic regulation;
• an analysis of current total surface freight flows (road and rail) across the geography
of the country’s transport corridors, culminating in a freight flow market segmentation
for South Africa informed by rail’s economic fundamentals;
• the resultant effect of this analysis on the framing of an idealised network design; and
• a rail reform proposal based on the idealised design.
The research ‘imagines’ that the country has no existing railway system and analyse the
manner in which specific freight (commodities and cargo types) actually flows from origin to
destination by all modes of transport within the country’s freight logistics industry. The result
of the freight market segmentation exercise informs the crafting of an ideal network. Using
this ideal network as a starting point, the most appropriate rail reform option is considered
against the background of benchmarking the current system.<br>AFRIKAANSE OPSOMMING: Die wêreldwye beweging vir ‘n modale verskuiwing terug na spoor is ‘n belangrike faktor
wanneer spoorhervorming ter sake kom. Dit word as gevolg van die toenemende klem wat
op omgewingskwessies gelê word en stygende vervoerkostes, vereis.
Toepaslike spoorhervorming is ook in Suid-Afrika belangrik sodat‘n omgewing waarin Suid –
Afrika se vragvervoer volhoubaar modale verskuiwing kan bereik, geskep kan word om
sodoende ‘n modale verskuiwing te bewerkstellig. Die navorsing in hierdie tesis word op ‘n
geïdealiseerde ontwerp benadering gegrond wat die ideale spoorweg vir Suid – Afrika
postuleer. Vervoerekonomiese en marksegmenteringsbeginsels vorm die grondslag van die
ontwerp.
Beduidende investering sal benodig word om hierdie ideale spoorweg te laat realiseer, maar
die presiese rol, posisionering, en institusionele en organisatoriese strukture van die
spoorwegsisteem is nog onduidelik. Die gevestigde navorsingsgefundeerde benadering om
hierdie vraagstuk te benader is om eerstens markvraag deur middel van marksegmentering,
te bepaal. In hierdie opsig bied die navorsing:
• ‘n oorsig van Suid–Afrika se landvragvervoerbedryf, insluitend die spesifieke
uitdagings en historiese evolusie van die bedryf;
• ‘n nomrstellingsoefening van Suid–Afrika se spoorsisteem teen globale spoorsisteme;
• ‘n opsomming van globale spoorhervorminggevallestudies;
• die behoefte aan vervoerekonomiese regulering;
• ‘n analise van die huidige landvragvloeivolumes (pad en spoor) regoor die land se
vervoerkorridors wat in ‘n vragvloeimarksegmentering vir Suid–Afrika uitloop,
• die gevolglike effek van die analise op die ontwerp van ‘n geïdealiseerde network; en
• ‘n spoorhervormingvoorstel gegrond op die geïdealiseerde ontwerp.
Hierdie navorsing gebruik ‘n virtuele benadering naamlik dat die land geen bestaande
spoorwegsisteem het nie en analiseer die vraag na vervoer op die fynste moontlike vlak. Die
resultaat van die vragsegmenteringoefening word gebruik om die ideale netwerk te bou.
Deur die gebruik van die ideale netwerk as ‘n uitgangspunt word die mees geskikte
spoorhervormingopsie oorweeg met normstelling van die huidige sisteem as ‘n vergelykende
agtergrond.
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Ndlebe, Lusanda. "Occupational exposure to tuberculosis: knowledge and practices of employees at specialised tuberculosis hospitals." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/14245.
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Knowledge and safer practices regarding occupational exposure are crucial to all employees working in healthcare facilities, especially Tuberculosis (TB) hospitals. This study aimed to explore and describe the knowledge and practices of employees working in three specialised TB hospitals regarding occupational exposure to TB. The results of the study will be used to make recommendations to the Eastern Cape Department of Health (ECDOH) and hospital managers that could assist in reducing the prevalence of occupational TB. This quantitative, descriptive and contextual study was conducted in three specialised TB hospitals in the Nelson Mandela Bay Health District (NMBHD). Convenience sampling was used to select the research participants. The knowledge and practices of 181 employees towards occupational exposure to TB and infection control was measured through a self-administered questionnaire. The questionnaire covered areas such as the knowledge of TB and infection control, the infection control policy, infrastructure as well as patient transportation. The whole population was targeted and out of a potential 253 employees, 181 were on duty during the stage of data collection and agreed to willingly participate in the study. The data was analysed descriptively using MS excel and MS word. This study revealed that 69% (n=124/181) of employees in the three specialised TB hospitals in the NMBHD have adequate knowledge of infection control. However, only 10% (n=18/181) of employees reported appropriate infection control practices, while almost half of the participants 42% (n=76) apparently practice infection control poorly. The majority (78%, n=141) of the employees in the three specialised TB hospitals in the NMBHD reported knowing about the availability of an infection control policy in their respective hospitals, however only 42 % (n=76) have reportedly read the policy. In conclusion, knowledge and practices regarding occupational exposure in specialised TB hospitals in the NMBHD is not optimal. It is however, important to note that the majority of employees have knowledge about the TB disease itself and its symptoms. Recommendations were made in order to improve infection control knowledge and practices. These include the development of a plan for purchasing of equipment to address infection control, development of a curriculum specific for non-nursing personnel and the establishment of a plan to ensure the availability of patient consultation rooms and dining halls. A further recommendation deemed important by the researcher was isolation glass as a compulsory specification when purchasing patient transportation vehicles, in order to provide protection for the drivers transporting patients to and from the hospital.
13
Zang, Jin. "Civil engineering components for a conceptual elevated light rail transit model with reference to Nelson Mandela Bay." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/769.
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The increase of motor vehicles, especially in cities, cause transport problems of traffic congestion, vehicle accidents, air pollution and a lack of public spaces. The increasing number of motor vehicles consumes huge amounts of finite petrol energy and emits large amounts of gases that are harmful to the atmosphere and the natural environment. Therefore, the current road transport network is not a sustainable form of public transport for the future. In order to seek a suitable transportation mode, the Infrastructure and Engineering Business Unit of the Nelson Mandela Bay Municipality (NMBM) did some feasibility studies about light rail transit (LRT) from 1984 to 1988. The NMBM-report (1988: 8) concluded that a LRT system would provide the most suitable and primary mode to serve Nelson Mandela Bay (NMB). Although LRT was regarded as the most suitable primary mode of transport at that time (1988), further studies that were reported in 2006 recommended an alternative public transportation system. This research refers to these studies done for the NMB area and other studies and reports for other areas, but focus on the identification of the most suitable civil engineering components for a conceptual elevated light rail transit (ELRT) model. Electrical driven LRT systems have advantages over internal-combustion driven vehicles in terms of environmental protection. Traditional LRT systems are at ground level and are integrated with the existing road network. Some successful LRT systems indicate that the success of LRT systems is mainly dependent on integration with the existing road network. However, the integration of road transport systems with LRT systems cause increased congestion and accidents. An ELRT system can solve these problems. Bangkok has already built an ELRT system to solve its severe traffic congestion. 4 In order to develop a conceptual ELRT model, this research aimed to determine the most suitable civil engineering components for a conceptual ELRT model, including: (i) the most suitable type of bridge foundation; (ii) the most suitable type bridge girder; (iii) the most suitable type of sleeper; and (iv) whether the track should be a ballasted or non-ballasted type. The grounded theory approach was adopted to build up sets of data from which the most suitable components could be selected. In addition, design analyses were done of the various types of components to determine their suitability for a conceptual ELRT model. Experienced engineers and experts were also consulted to identify the most suitable components. After analyses and selection of the most suitable components, outstanding experts were approached to evaluate the components that showed up as the most suitable through the research. The research results indicated that bored and cast-in-place piles, a double-cell trapezoidal segmental box girder, and twin-block sleepers on a non-ballasted sleeper bed are the most suitable civil engineering components.
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Gauss, Tanja Claudine. "The extension of employment rights to employees who work unlawfully." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1569.
Full textAbstract:
South Africa has over the years and particularly since the enactment of our new Constitution, attracted an increasing number of foreigners. One of the main problems associated with the large number of illegal immigrants in this country is that they are placing strain on South Africa‟s already scare resources such as housing and healthcare. A further problem is that these illegal immigrants are competing with South Africans for jobs which are already scarce, and thus aggravating the unemployment situation. Nevertheless, these illegal immigrants are being employed and by virtue of their circumstances are easily exploited and often the victims of cheap labour, corruption, eviction and assault. Given that these workers are illegal immigrants not in possession of the required work permits, their employment is prohibited by the Immigration Act 13 of 2002. They are thus illegal workers. Another category of illegal workers are those, predominantly women, who are employed in an industry which offers easy income with no contractual obligations – the prostitution industry. Despite the prohibition of prostitution by the Sexual Offences Act 23 of 1957, the prostitution industry throughout South Africa continues to exist. These workers are also particularly vulnerable and easily exploited and abused by their employers. Illegal immigrants and sex workers in South Africa have until recently been denied access to the protection of our labour legislation, by virtue of the illegality of their employment contracts. However two recent controversial decisions, that of the Labour Court in the Discovery Health case, and that of the Labour Appeal Court in the Kylie case, have changed this position.
15
Altschuler, Jenny. "Between forever and never : the photograph as a bridge between past and present; memory and it's fiction, 1981-2009." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/7802.
Full textAbstract:
Includes bibliographical references (p. 62-64).<br>In Camera Lucida Roland Barthes (1980: 64-66), describes the process of looking through his mother's photographs after her death. He weighs up how much of her he recognises in the images he comes across. He evaluates the versions of her that are portrayed and deduces that "none seem to be really 'right':" neither as photographic performances nor as existing recurrences of "the beloved face" that he carries in his psyche. He talks about trying to find her, and achieves only part satisfaction in pinpointing fragments in each image that seem to depict parts of the mother he knows. He concludes that by being partially true, the total representation in each image is false. He suggests that the physical details and direct documentations of his mother's physical self, do not contain the sense of her, as he knows her.
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Zwane, Themba Lambert. "The role of performance management in the motivation of employees : a case study." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1090.
Full textAbstract:
After a review of the literature relevant to performance management systems both over time and across different types of organizations, this thesis confines its research To a case study of the Role of Performance Management in The Motivation of Employees in an organization. Important insight was gained into the relative importance of the performance management practices to promote desired employee outcomes. In view thereof that a discussion of performance in organizations is incomplete without reference to the construct of organizational culture, this study also provided propositions to prompt further research on the role of performance management in reinforcing a high performance organizational culture. Insightful conclusions were drawn from the results obtained and recommendations are made for future research.
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Adams, Romeo. "Work motivation amongst employees in a government department in the provincial government Western Cape." Thesis, University of the Western Cape, 2007. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9004_1220340062.
Full textAbstract:
<p>The South African social, political and economic landscape has been characterized by profound changes during the past several years. Many organizations and their management are faced with inter alia, downsizing decisions, affirmative action policies to be implemented and a overabundance of other factors which could sway motivation and morale, attitudes and views of employees. The general research aim was to measure work motivation amongst employees in a government department in the Provincial Government Western Cape. Research has shown that motivated and satisfied employees are more productive and there is an improvement in service delivery.</p>
18
Goosen, E. (Eduan). "The future of rail transport in South Africa in a deregulated transport environment." Thesis, Stellenbosch : Stellenbosch University, 1997. http://hdl.handle.net/10019.1/55720.
Full textAbstract:
Thesis (MEcon)--Stellenbosch University, 1997.<br>ENGLISH ABSTRACT: On 31 March 1990 the South African Transport Services (SATS) ceased to
exist and on 1 April 1990 in its place emerged Transnet, a diversified
transport company wholly owned by the South African government.
Transnet was founded on the understanding that the government might
eventually choose to sell it to the private sector.
This study project report discusses the history and events leading up to the
creation of Transnet. Thereafter the advantages and disadvantages of
privatisation are identified, followed by international privatisation case
studies which provide the basis for a discussion of some of the economic
issues behind railway privatisation. The separation of infrastructure from
operations, which was identified through the case studies as one of the most
controversial and far-reaching concepts of railway privatisation, is also
examined. Lastly, the study project focuses on the marketing strategy
Spoornet ought to pursue in order to ensure sufficient high-value freight in
the future.<br>AFRIKAANSE OPSOMMING: Op 31 Maart 1990 het die Suid-Afrikaanse Vervoerdienste ophou bestaan en
is dit op 1 April 1990 vervang deur Transnet, 'n gediversifiseerde
vervoermaatskappy wat deur die Suid-Afrikaanse regering besit word. Van
meet afwas dit die bedoeling dat die regering die keuse het om Transnet aan
die privaatsektor te verkoop.
Die werkstuk bespreek die geskiedenis en gebeure wat aanleiding gegee het
tot die ontstaan van Transnet. Daarna word die voor- en nadele van
privatisering bespreek, gevolg deur internasionale spoorwegprivateriseringsgevallestudies.
Daarna word die ekonomiese teorie wat privatisering
onderle, bespreek. Die skeiding van infrastruktuur en bedryf, wat deur die
gevallestudies as een van die mees omstrede en verreikende aspekte van
spoorwegprivatisering ge"identifiseer is, word ook bespreek. Laastens fokus
die werkstuk op die bemarkingstrategie wat Spoornet behoort na te streef
om hoe-waarde vragte te bekom.
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Mdivasi, Vuyokazi. "The ethical conduct of employees in maternity wards at selected public hospitals in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/1645.
Full textAbstract:
Mini-thesis submitted in partial fulfilment of the requirements for the degree
Master of Technology: Public Management
in the Faculty of Business
at the Cape Peninsula University of Technology
2014<br>Maternity service in South Africa faces particular problems in the provision of care to birthing mothers. Violence and abuse have been reported and maternity death rates are high, being related to inadequate provision of care (Myburgh, 2007:29). Ethical conduct plays a significant role in service delivery in Midwife Obstetrics Units (MOU) in general. This is of particular importance since every patient, especially pregnant women, should to be handled with the utmost care, respect and dignity. The research problem emanates from nurses’ behaviour towards patients in MOU labour wards, where women continue to be victims of abuse. Ironically, it is regrettable that they are abused by those who are supposed to be their advocates.
The objectives of the study were to assess if nurses in MOU labour wards conduct themselves ethically when dealing with patients, to determine the perceptions of patients towards nurses during child birth stages, as well as to examine factors in maternity wards that may influence a nurse’s performance when dealing with patients.
The study adopted the quantitative research method to answer the research question and data interpretation was based on statistical analysis. This method was deemed to be the most effective for collection of a large quantity of data and numerical (quantifiable) data is considered objective.
A Likert-type questionnaire comprising closed-ended questions was the measurement instrument. This was considered to least inconvenience nurses and postnatal patients to whom these questionnaires were administered. Answer choices were graded from 1 to 4, being strongly agree, agree, disagree and strongly disagree. The population comprised nurses and postnatal patients in MOUs in the Western Cape, South Africa. Consecutive sampling was conducted in two selected MOUs, being Michael Mapongwana (MM) and Gugulethu (GG), with 311 questionnaires being distributed to both nurses and postnatal Patients in these two facilities.
The findings indicated that the ethical conduct of nurses in both MM and GG maternity wards was relatively good. However, some survey findings revealed some unsatisfactory gaps that exist in what both hospitals currently offer to patients in the areas of individual patient care, communication and baby security certainty. Furthermore, the findings indicated that a significant number of patients who chose to make use of MM and GG hospitals, are satisfied with the standard of service received
during their stay. However, there were some discrepancies in terms of senior management service where excellence in the monitoring role emerged as being lacking. There is a need for improvement in the current levels of ethical conduct of nurses in both the MM and GG labour wards. These needs for improvement relate to working conditions, especially linked to the human resource (HR) function, leadership and management functions, and improved monitoring and control mechanisms.
20
Bosch, Colin. "An evaluation of the quality of customer service delivery offered by the East London public transport commuter rail service provider (operated by Metrorail)." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003865.
Full textAbstract:
The aim of this survey is to evaluate the quality of customer service delivery offered by the East London public transport commuter rail service provider Metrorail, a division of the state owned enterprise (SOE) PRASA. The former tolerant rail commuter has become increasingly frustrated at the ever-decreasing quality of rail service delivery. This is evidenced by increasing incidents of commuter arson to failed rail assets and the practice is considered to be a strategy to enforce the replacement of unreliable infrastructure and ineffective/reactive management controls. The objectives of the research are guided by three fundamental service quality indicators. In order to evaluate these indicators, the research focuses on whether the quality of customer services provided by Metrorail meets commuter expectations, whether commuters rank five dimensions of service quality differently and whether the level of service quality provided is perceived differently amongst the various demographic commuter segments. Service organizations which are highly interactive, labour-intensive, reliant on a number of service providers, required to perform at various locations and have high intensity/volume operations, will be susceptible to failure; Metrorail services fall into this category. The legacy of the apartheid era regime and strategy resulted in poor rail planning and underfunding. Commuter rail operations in South Africa are fraught with a myriad of inadequacies of the past that only now manifest. As a consequence, their ability to operate effectively and efficiently is impaired. The situation is further exacerbated by the global economic crisis of 2008 and the impact of constricted budget allocations by the State to all SOE's which could further impede the interventions and innovation required to improve service quality. The in-depth literature review provided sufficient information relating to a wide array of service organizations similar in nature to Metrorail. This information is translated into useable knowledge and recommendations from which Metrorail can benefit. The research methodology is clearly articulated and the data analysis ensures distinct findings which are discussed in the final chapter. The research undertaken identifies and prioritises the service quality attributes and dimensions that will require redress to improve overall service quality. The findings are clearly defined from which a set of recommendations are suggested.
21
Alhassan, Joy Ukwo. "The relationship between employee perceptions of training, organisational commitment and their impact on turnover intentions: a survey of selected SMMEs in the Cape Metropole Area." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1728.
Full textAbstract:
Thesis (MTech(Human Resource Management)-- Cape Peninsula University of Technology, 2011<br>While the relationship between training and organisational commitment has to some extent been widely researched, most of the information available in literature is based on studies done in western countries. The aim of the study was to determine the relationship between the research variables of employee perceptions of training (measured by perceived availability of training, perceived supervisor support for training and perceived co-worker support for training) and organisational commitment (measured by affective and continuance commitment) an their impact on turnover intentions among employees of SMMEs within the hotel sector of the Cape Metropole area of the Western Cape Province of South Africa.A quantitative descriptive approach to research was adopted through the use of survey questionnaire to elicit relevant information from the respondents. In the absence of a sample frame (comprising only small hotels within the Cape Metropole area) and in order to meet the criteria laid down by the National Business Act for small business, non-probability judgemental sampling was deemed appropriate and was used to identify 10 SMME hotels to participate in this study. A total 127 respondents were drawn from across the 10 hotels. The research variables were measured using validated instruments from prior studies.
22
McConnell, Daniel Matthys. "Employee happiness at a financial institution." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19026.
Full textAbstract:
Happiness, or the concept of well-being can be traced back to the era of Aristotle (384 to 322 BC), Epicuruss (341 to 270 BC), John Locke (1632 to 1704) and more recently Ed Diener (DOB 1946), who played an integral part in the well-being revolution. People have very different ways in seeking happiness, whether it is closely associated to their personal life, the work environment or in society, they are constantly striving towards a goal of experiencing happiness at its purist form. Bursts of absolute joy and the purist form of immediate gratification cannot provide a path to finding happiness and well-being. The process is intricate and requires a variety of variables integrated into a combination of events and lifestyle experiences to culminate into an existence which produces a feeling of inner peace and fulfillment. Current research suggests that this is not an attainable state of existence, but human nature drives every individual to seek out a path to finding true happiness. The advent of the modern day economic crisis has changed the global environment to the extent where society is attempting to find a new norm to operate in. As a consequence, individuals are presented with new challenges which have forced them to re-evaluate their path to finding a balance in their lives. These changes have added new challenges to deal with and adapt to as new forces in the global environment start to shape a new tomorrow. People spend a large portion of their existence working to earn an income and to provide a means of supporting themselves and their dependents. The challenges they face are enhanced by the strains of working in stressful and pressurised working environments as their employers are also adapting to the changing global environment. Economic pressure is passed on to employees, as they are pushed to achieve the financial results demanded by shareholders. The last ten years has seen a wealth of research being conducted in the space of well-being and how it relates to business has gained popularity. The study of epidemiology refers to the study of components of human behaviour, which have a negative impact on individual functioning, like stress and anxiety disorders. Well-being in the workplace can counter these ailments and create a working environment absent of these negative afflictions which damage the productivity of a workforce. Employers who understand the positive aspects associated with well-being are in a position to effectively deploy their employees to produce improved financial results. The starting point for many organisations is to determine the current level of happiness in their businesses and to establish what variables are responsible for the current state of well-being. The main objective of the empirical study was to determine the level of happiness at a financial institution. The target population (354 potential respondents) is the regional office the financial institution based in Port Elizabeth, South Africa. Potential respondents received electronic requests by email, requesting their participation in the study. A total of 164 completed questionnaires were returned (46.33%) and analysed. Literature was reviewed to develop a conceptual model. Seven variables were identified as having an influence on employee happiness and have the potential to change employee well-being levels to aid organisations in their quest to adapt to the prevailing economic conditions and stress people have to deal with on a daily basis. The results from the study show that Work-life, Safety and Security, Growth and Development, Health, Recognition and Reward, Autonomy and Social Connectedness are all closely associate with employee well-being. Safety and security, Autonomy and Recognition and Reward have direct positive associations with the concept of well-being and have a significant relationship and potential to enhance well-being. The end result is that with the correct interventions by an employer, well-being can be measured and applied in the working environment. The correct combination of variables can have a positive impact in the work environment. A happy workforce can be an advantage to an organisation, their interventions can add great value to employees by increasing their commitment to the organisation and ultimately the business can benefit from their Interventions by seeing their efforts being realised in their financial results.
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Pretorius, Luzaan. "A critical analysis of the employees' tax implications of loyalty points awarded to employees in South Africa." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/26507.
Full textAbstract:
Since the introduction of frequent flyer miles (e.g. Voyager miles) in South Africa, the concept has evolved in a number of ways. Currently, loyalty programmes are widely used in the consumer industry. Despite the fact that these programmes have been in place for several years, the South African Revenue Service (hereafter referred to as SARS) has failed to issue any legislation or guidance with regard to the treatment of these miles from an employees’ tax perspective. The fringe benefit implications of frequent flyer miles have been the topic of research both in South Africa and abroad. However, little research has been identified on the tax implications of loyalty programmes. This study re-examined past studies and literature identified on frequent flyer miles and analysed the impact these have on loyalty points earned on personal and corporate credit cards from an employees’ tax perspective. The study also extended past research and investigated loyalty points awarded to employees as an incentive from an employees’ tax perspective. The study had three specific objectives. The first objective was to analyse past research studies, court cases and other literature in order to establish the theoretical construct of this study. Secondly, it compared the treatment of frequent flyer miles earned by, or awarded to, employees in South Africa to the treatment of these in Australia and Canada. The third objective was to analyse the employees’ tax implications of loyalty points earned by, or awarded to, employees in specific scenarios. These scenarios were limited to loyalty points earned by employers on corporate credit cards and which are awarded to employees for personal use; loyalty points earned on personal credit cards as a result of business expenditure incurred by employees; and loyalty points awarded to an employee, as part of a loyalty programme operated by the employer, as an incentive. The concluding argument of this study was that loyalty points earned on corporate or personal credit cards, which are used for the benefit of employees, may be considered not to be taxable and that consequently, no employees’ tax obligation will arise. However, this argument is plagued by uncertainties and it is questionable as to whether this view will be supported by the South African courts and SARS. In the scenario where loyalty points are awarded as an incentive to employees, it may clearly be argued that these should be taxable with the result that an employees’ tax obligation will arise. However, the nature and value of the benefit, as well as the point at which the tax event occurs, may create inequities and is therefore uncertain. All these uncertainties highlight the need for guidance in this area from SARS. AFRIKAANS : Sedert gereelde vlugmyle (bv. Voyager miles) in Suid-Afrika in plek gestel is, het hierdie konsep in verskeie vorms ontwikkel. Vandag word lojaliteitsprogramme algemeen in die verbruikersbedryf gebruik. Ten spyte van die feit dat hierdie programme vir baie jare reeds in plek is, het die Suid-Afrikaanse Inkomstediens (hierna verwys na as SAID) steeds geen wetgewing of leiding uitgereik oor die hantering van hierdie myle uit ’n werknemersbelastingsoogpunt nie. Alhoewel die byvoordeelimplikasies van gereelde vlugmyle die onderwerp was van navorsing in Suid-Afrika sowel as oorsee is min navorsing geïdentifiseer oor die belastingimplikasies van lojaliteitsprogramme. Hierdie studie heroorweeg bestaande studies en literatuur oor gereelde vlugmyle en analiseer die impak daarvan op lojaliteitspunte verdien op persoonlike en sakekredietkaarte uit ’n werknemersbelastingsoogpunt. Die studie sal ook bestaande navorsing uitbrei deur lojaliteitspunte, wat as ’n aansporing aan werknemers gegee word, uit ’n werknemersbelastingsoogpunt te analiseer. Die studie het drie spesifieke oogmerke. In die eerste plek is dit om bestaande navorsingstudies, hofsake en ander literatuur te analiseer om ’n teoretiese basis te vestig. Tweedens is dit om die belastinghantering van gereelde vlugmyle verdien deur of toegeken aan werknemers in Suid-Afrika te vergelyk met die hantering hiervan in Australië en Kanada. Die derde oogmerk is om die werknemersbelastingimplikasies van lojaliteitspunte toegeken aan of verdien deur werknemers in spesifieke scenario’s krities te analiseer. Hierdie scenario’s is beperk tot lojaliteitspunte verdien deur werkgewers op sakekredietkaarte en toegeken aan werknemers vir persoonlike gebruik; lojaliteitspunte verdien deur werknemers weens sake-uitgawes aangegaan op persoonlike kredietkaarte; en lojaliteitspunte, wat deel vorm van ’n lojaliteitsprogram wat deur die werkgewer bedryf word, gegee aan werknemers as ’n aansporingsbonus. Volgens die studie se bevindinge kan daar aangevoer word dat lojaliteitspunte verdien op sake- en persoonlike kredietkaarte vir werknemers se persoonlike gebruik nie belasbaar is nie en gevolglik geen werknemersbelastingverpligting teweeg bring nie. Nietemin gaan hierdie siening gepaard met baie onsekerhede en word bevraagteken of dit deur die Suid-Afrikaanse howe en SAID ondersteun sal word. In die scenario waar lojaliteitspunte aan werknemers as ’n aansporing gegee word, kan dit duidelik aangevoer word dat hierdie voordeel belasbaar is en dus ’n werknemersbelastingverpligting teweegbring. Daar is egter onsekerheid oor die tydstip waarop die voordeel belas moet word, asook die aard en waarde van die belasbare byvoordeel. Hierdie onsekerhede onderstreep die behoefte aan leiding op hierdie onderwerp vanaf SAID.<br>Dissertation (MCom)--University of Pretoria, 2010.<br>Taxation<br>unrestricted
24
Kayster, Daphine Dawn. "Effective communication in developing rail tourism in Cape Town, South Africa." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/1432.
Full textAbstract:
Thesis submitted in partial fulfilment of the requirements for the degree
Magister Technologiae: Public Relations Management
in the Faculty of Informatics and Design
at the Cape Peninsula University of Technology<br>Introduction
This research explores effective communication within tourism to answer the research
question “What are the communication needs of the same day rail visitor in Cape Town?”
The research sub-questions are namely:
Who is the same day rail visitor in Cape Town?
What are the same day rail visitors’ communication needs?
What are the same day rail visitors’ information search preferences?
How does the same day rail visitor perceive rail tourism communication?
What are the same day rail visitors’ product attributes?
Literature review
Using a theoretical framework anchored by Lumsdon and Page’s (2004) tourist-transport
interface, Fodness’s (1994) tourism motivation theory, as well as information search
(Fodness & Murray, 1997), this quantitative research considers how the same day rail visitor
obtains tourist destination information and the influence of that information on their transport
decisions to reach the tourist destination. Destination image (Beerli & Martin, 2004a) plays a
key role in influencing the purchase behaviour of tourists as those destinations with a strong
positive image, have a better chance of being selected by tourists in their travel decision
process. Furthermore the literature explores effective communication and its ability to link
the tourist with the destination (Hall, 1999), and the role of public relations in establishing rail
tourism in Cape Town (Stacks, 1992; Grunig & Hunt, 1984: Van Ruler, 2004).
Design and methodology
A quantitative empirical, research design was selected for this limited scope thesis. The
study used a single, structured, self-administered and pre-tested questionnaire. This
questionnaire was distributed to convenience samples of same day rail visitors on board the
tourism train to either Simon’s Town or Stellenbosch. While the non-probabilistic sample
cannot be generalised into a broad overview of the same day rail visitor; it can offer insights
into the communication needs of the rail tourist.
Key findings
The key findings to this research were: The same day rail visitor in Cape Town is mainly local South African, travelling
in a family or friend group and using rail for the first time.
• Understanding ‘information search’ behaviour is the key to meeting the
communication needs of the same day rail visitor as while both men and women
seek information, but they seek information differently and use different information
sources, with the message and channel being important.
• The same day rail visitor uses a variety of communication channels to find
information.
• The same day rail visitor was disappointed in some of the promotional
communication as it over promised on the destination image (trip).
• Cape Town rail service is doing an ‘average’ but not a good job in
communicating rail tourism information.
• Effective communication channels for trip experience and feedback were
email and social media (Facebook and Twitter).
• The same day rail visitor uses a variety of communication channels to
communicate with, and to receive communication from, Cape Town rail service.
• The same day rail visitor requires relevant information that enables them to
make a purchase decision.
• The majority of same day rail visitors obtained knowledge about the tourist
service via promotions on Groupon and thereafter from family, friends and the
internet.
• Personal safety and security are very important product attributes (88 %).
• Cross-transport inter-connections, preferably at railway station, were essential
to 90% of the respondents.
• The same day rail visitors’ product needs are matched by their experiences.
Recommendations
Future study is recommended to consider whether improved communication on the trains
and stations to the ‘to work’ commuters and ‘anything but work’ commuters, would extend
their patronage to include same day rail visitor.
It is recommended that further studies explore whether a causal relationship exists between
the prices of the Groupon same day rail visitor package and purchase decisions of rail
tourists in Cape Town.
25
Oshoniyi, Oluwaseun Abodunrin. "Perceptions of scarce skills in the department of Infrastructure and Engineering : Nelson Mandela Bay Municipality." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1019843.
Full textAbstract:
The scarcity of skills is a global phenomenon, affecting the capacity building, economic growth and development components of all nations. The African continent has been affected by skills shortages, emanating from certain socio-economic factors. This resulted in the ‘brain drain’, emigration and absorption of skilled talent to developed countries, in search of a better standard of living and employment opportunities. The issue of scarce skills in South Africa was identified by the Government in 2006, due to an identified shortage of expertise and proficiencies, required to fill numerous vacant positions within the local government to meet service delivery needs. The identification of skills shortages led to the formulation of macro-economic policies to address the issue of scarce skills and the identification of the most affected professions, which included, inter alia, engineers; technicians; project managers; and architects. Despite the implementation of these policies, underlying factors compound the issue, complicating and limiting remedial efforts. The South African Government is faced with the challenge of providing quality basic services for the public, especially at the local level. The country has since 2010 experienced multiple incidents of service delivery protests, predominantly in the under-developed communities. The Eastern Cape is no exception, as the Nelson Mandela Bay area has experienced protests, concerning poor service delivery, primarily in Walmer Township. The provision of basic services, are of dire necessity to the communities, as the Eastern Cape is one of the poorest provinces in South Africa. The educational system at primary and secondary levels is faced with challenges in the Eastern Cape province. These challenges are the shortage of teachers; poor infrastructure; and teacher absenteeism. This compounds the issue of scarce skills acquisition and development; the volume of skilled, expert and proficient talent available to the municipality, to fill in vacancies, gaps and areas with shortfalls and deficits within the entity, is reduced and minimal, underscoring the depth of the entrenchment of this scarcity of skills issue. The primary focus of the study is to expose the factors contributing to skills shortages and the implications, apropos service delivery, from the municipal workers’ perceptions. The study highlights and describes the factors affecting scarce skills acquisition and development in South Africa, along with providing a background of the Eastern Cape and demonstrating that the shortage of skills, within the Infrastructure and Engineering Department of the Nelson Mandela Bay Municipality, has an impact on the production, efficacy and efficiency of services for communities. The study also emphasises the essentiality of quality leadership and management within the organisation, a pivotal aspect in ensuring the municipality performs at optimal level, meeting organisational goals. This is a critical issue, as the study revealed that sound management and leadership is lacking within the municipality, affecting quality of the service delivery output. The findings of this study further revealed that adequate training and development is lacking in the municipality. This is hampering skills development, outstandingly with regard to technical skills talents, as their training needs are not met.
26
Geerdts, Penelope. "Masisebenzisane = Let us work together." The Black Sash, 1991. http://hdl.handle.net/10962/77026.
Full text
27
Snyders, Curtis. "Evaluating recruitment practices at the auditor general of South Africa." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021189.
Full textAbstract:
This research study evaluated recruitment practices at the Auditor-General of South Africa (AGSA). The AGSA recruit highly skilled talented individuals in a country with a problem with a shortage of skills. Recruitment at the organisation is therefore an important function and key to the success of the AGSA. There is no clear indication that the AGSA, when filling vacancies, should recruit from its internal resources or recruit externally. This research looked to establish an ideal ratio between the recruitment from internal and external employees. To achieve the objectives, a literature review was conducted to determine the various combinations of recruitment. The literature was divided into talent management, internal and external recruitment, as well as succession management. The research took the form of a case study, looking at recruitment practices within the AGSA. A questionnaire was developed to gather information from employees in the AGSA, around their assessment of recruitment and their opinion on internal and external recruitment. The questionnaire was distributed online and various levels of employees within the organisation participated in responding to the questionnaire. The most recent recruitment reports were presented and analysed. Information was gathered from literature on recruitment and the AGSA employee’s by means of an online questionnaire. Recommendations were made to the AGSA taking into consideration the current practices within the organisation and the research undertaken for this dissertation.
28
Rivombo, Samson. "An investigation into the high turnover rate of pharmacists in the South African pharmaceutical industry." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1019786.
Full textAbstract:
The main objective of this study was to investigate factors contributing to employee turnover in the South African pharmaceutical industry and to suggest strategies to minimize it. Employee turnover is a persistent problem facing both public and private organizations in South Africa. In addition to the costs incurred when an employee resigns, losing employees results in a loss of knowledge, skills and experience. Numerous studies have been undertaken globally on this topic. However, this problem continues to adversely affect organizations in several ways. Schwab (1991) suggests that this is because there are no clear resolutions yet to this challenge. Based on literature review conducted, there is no study undertaken in South Africa attempting to address this problem. The purpose of this study was to identify factors contributing to high turnover rate of pharmacists in South Africa (the pharmaceutical industry in particular) and to recommend strategies to address this problem. A quantitative research approach was followed when addressing this problem. Literature review was conducted on employee turnover and a questionnaire was developed. The questionnaire was used as a measuring instrument. Following a non-probability, convenience sampling method, two pharmaceutical companies in Gauteng and one in the Eastern Cape were surveyed. The results were analysed by a statistician using Epi-info and stata software as tools for statistical analysis. The following factors were found to be key factors contributing to employee turnover in the pharmaceutical industry: (i) lack of career advancement opportunities, (ii) uncompetitive salary packages, (iii) perceived inequity reflecting leadership challenges, (iv) insufficient recognition for good performance, (v) stress, and (vi) insufficient retention strategies. An effective retention strategy should address all factors that may contribute to employee turnover. A retention strategy that combines competitive salary packages, opportunities for learning and career advancement, recognition, equity and support structures (to deal with stress), should be used in the pharmaceutical industry. This will assist in creating a motivating climate, which is a pre-requisite for job satisfaction and, in turn, employee retention.
29
Hobson, Josephine Mary. "English communication in the hospitality industry: the employees' perspective." Thesis, Rhodes University, 1998. http://hdl.handle.net/10962/d1002501.
Full textAbstract:
The purpose of this research project was to explore the English communicative competency of management and supervisory level employees within the South Mrican hospitality industry. The Pro lit English Written Assessment, a competency-based assessment tool, was used to establish a relatively objective measure of the English communicative competency of nineteen managers and supervisors. Thereafter thirteen of these respondents were interviewed to determine their perceptions of their English communicative competency and the impact thereof on their work situation, as well as their perceptions of their learning needs and recommendations for intervention. The researcher selected a multi-method approach to the investigation and sought both quantitative and qualitative data. The assessment revealed that the English reading and writing ability of the respondents is distinctly lower than their recorded education level and inadequate in relation to the tasks they are expected to perform at work. The interviews indicated that the respondents are not aware of their lack of English communicative competency or the implications thereof. However, the respondents expressed important insights into the factors that should be taken into account when planning an educational intervention III an organization. These included the need to incorporate English second language learning principles, to treat the learner as an individual, to involve the learner in the decision-making process, to consider the practical concerns of the learner and to ensure that the programme content is appropriate. Recommendations for human resource practices and research in the hospitality industry are presented.
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Ntlebi, Nontsikelelo. "Training and development in South African local government :the case of the Helderberg municipality." University of the Western Cape, 2003. http://etd.uwc.ac.za/index.php?module=etd&.
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English, Penelope Jane. "An assessment of current conditions in the informal construction labour sector and whether these conditions accommodate training." Master's thesis, University of Cape Town, 2002. http://hdl.handle.net/11427/5069.
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Van, der Walt Natasha. "Dismissal due to excessive ill health absenteeism." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1286.
Full textAbstract:
In a globally competitive market place companies strive to become as efficient as possible. Absenteeism is a worldwide problem as it impacts on company efficiency and cost effectiveness. A large portion of absenteeism can be attributed to ill health absences. Companies have prioritized the need to find ways of managing and reducing absenteeism. In South Africa such processes have to occur within the confines of a constitutional right to fair labour practices and other prescriptive labour legislation. The issue is somewhat complicated by the fact that employees have a right to paid time off due to illness. It is thus clear that not all ill health absenteeism can be deemed problematic. A balancing act needs to occur between the operational needs of the employer and the rights of employees. Ill health absenteeism becomes problematic once a threshold is reached at which point it becomes intolerable for the employer, thus deemed excessive. Excessive ill health absenteeism is not a difficult concept to understand, however it is not specifically defined. A universal concept of when absence is deemed to have reached the threshold of excessiveness does not exist and varies from one employer to the next. Excessive ill health absence is a multi-facetted concept (as a result of the various types of ill health absence) and thus a universal process cannot be adopted to deal with all types of excessive ill health absenteeism. In an attempt to deal with the different types of ill health absenteeism it is pertinent to categorize the issues. The author suggests various ways of dealing with ill health absenteeism, depending on the facts of each case. A misconduct process should only be applicable in instances where it can be proved that sick leave is used inappropriately or the reason for absence is unknown. Although case law suggests the prevalence of dealing with ill health absence as misconduct, especially in the case of persistent short term absence, these cases rarely prove that abuse is taking place. Suspicions regarding abuse without proper evidence to support such claims will not satisfy the substantive fairness requirements. In the event that illness is of a medium to long term nature, an ill health incapacity process may be the most appropriate process to apply, as in such instances a clearly distinguishable illness exists, which makes accommodation less problematic. Such a process is less suited to persistent short term absence as this can be the result of many illnesses or injuries. In the case of persistent short term absence, the individual may be fully capable of performing their duties upon returning to work, however their frequent absence causes unreliability and inefficiency. It is clear in this instance that accommodation cannot take place due to the unpredictable nature of the absences. The concern with persistent short term absence is less with the illness or illnesses displayed and more with the absences itself. The author suggests that it may be appropriate to deal with such absences on the basis of incapacity due to poor work performance. This assertion is based on the fact that the concern is with frequent short term absence that causes the employee to be unreliable; however the illnesses are not of such a nature that it can warrant accommodation. If it is accepted that the employee is not malingering or if the malingering cannot be proved the employee has failed to meet a performance standard (attendance standard). It is suggested that as part of any incapacity investigation consideration should be given to whether the illness or injury can be deemed a disability. This is necessary as disabled individuals are afforded special protection and treatment. A dismissal of an incapacitated individual that is actually deemed “disabled” could be held to be automatically unfair and therefore it is pertinent that this is established at the outset.
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Janson, Liza. "The legal position of HIV/AIDS infected employees in South Africa / Liza Janson." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1694.
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Diedericks, Elsabé. "Flourishing of employees in the information technology industry in South Africa / Elsabé Diedericks." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10278.
Full textAbstract:
Organisations worldwide are experiencing an explosion of knowledge in the current technological information age as well as a serious skills shortage. The fast-paced aggressive and highly cyclical nature of the profession which often does not provide employees with the necessary resources and support causes employees in the information technology (IT) industry to show high turnover intent which is extremely costly and detrimental to organisational success. IT specialists are becoming a scarce commodity in a highly competitive environment where financial gain is very important and employee well-being is not necessarily a prerogative. Employers are faced with additional obligations than just paying equitable salaries, such as creating an environment that is conducive towards well-being. Efforts to promote flourishing and optimal functioning of employees will affect individual and organisational outcomes. Flourishing and languishing are opposite end points on a continuum of mental health indicating the emotional, psychological and social well-being of individuals. An individual who feels well (emotional well-being) is more likely to function well (psychological and social well-being) which means meeting the criteria for positive mental health as flourishing. Investments in the well-being of employees lay the basis for positive employment relations. The aim of this study was to investigate the flourishing of employees in the information technology industry and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the flourishing of IT professionals and its outcomes. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. The measuring instruments used were the Mental Health Continuum Short Form, Job Satisfaction Scale, Work Engagement Scale, Work-related Basic Need Satisfaction Scale, Work Role Fit Scale, Psychological Contract Inventory, Violations of PC Questionnaire, Organisational Commitment Scale, Turnover Intention Scale and Counterproductive Work Behaviour measures. The results of study 1 showed that 58.5% of the IT professionals were neither languishing nor flourishing, while 3.9% were languishing. Flourishing strongly impacted job satisfaction and had minor to moderate direct and indirect effects on organisational citizenship behaviour and organisational commitment. Job satisfaction impacted directly and positively on organisational commitment and negatively on turnover intention; and moderately negatively on counterproductive behaviour. Flourishing had both a direct and positive effect, and an indirect and negative effect (via organisational commitment) on turnover intention. Study 2 showed that psychological contract breach and violation strongly and negatively impacted flourishing at work and in life. The results provided support for a model in which psychological contract breach and violation had both direct and indirect effects via satisfaction of psychological needs on job satisfaction, work engagement, turnover intention and flourishing of IT professionals. Study 3 showed that work role fit and the availability of resources were strong predictors of flourishing at work and in life. Work role fit, the availability of resources, and supervisor relations impacted job satisfaction and social well-being indirectly through autonomy satisfaction. The availability of resources impacted work engagement and psychological well-being indirectly via competence satisfaction. Furthermore, work role fit, the availability of resources, and supervisor relations impacted psychological well-being indirectly through relatedness. Recommendations for future research were made.<br>PhD, Labour relations management, North-West University, Vaal Triangle Campus, 2012
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Van, der Heyden Chrizelda Colleen. "Employees perception of employment equity fairness within a mining organisation in South Africa." Thesis, University of the Western Cape, 2013. http://hdl.handle.net/11394/4303.
Full textAbstract:
Magister Commercii (Industrial Psychology) - MCom(IPS)<br>After the 1994 elections South Africa had to undergo drastic changes for it to become a more just society to address past injustices experienced by various ethnic groups. Issues such as equality and social justice have frequently appeared on top of various organisations’ agenda.
The South African Government realised legislation was of paramount importance to guide organisations in promoting justice in the workplace. These changes in the legislation have had several impacts on organisations operating in South Africa, namely turnover, recruitment and retention of employees in the workplace. Attempting to preside over the promotion of social justice and eliminate inequalities experienced in the workplace, Government realised it had to intercede, not only to prevent additional discrimination, but also to promote the employment and advancement of individuals who were disadvantaged by previous policies. The Government therefore in 1998 implemented the Employment Equity Act to fulfil a constitutional mandate to prohibit discrimination in the workplace and encourage Affirmative Action (AA) measures. Describing and explaining the role of fairness as a concern in the workplace, the term organisational justice was coined. Individuals will base fairness judgements by taking into consideration the actual decision or the procedures used to reach a decision. Organisational justice can be divided into distributive, procedural and interactional justice. Organisations in South Africa face the challenge of finding ways to implement EE strategies to gain competitive advantages without creating negative employee attitudes; attention will focus on how to overcome the barriers that hinder the successful implementation of EE practices and procedures.
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Gardner, Kevin. "Employees' perception of engagement and its influence on critical success factors." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020826.
Full textAbstract:
Increasing competition within the non-alcoholic, ready to drink market (NARTD) in South Africa has intensified the need for soft drink producers to identify ways in which to enhance their competitiveness. One of the most important challenges for organisations operating in this industry is to produce quality products while meeting the needs of customers, at the lowest possible cost. While a number of competitors may rely on various competitive strategies such as lower priced products, it could become increasingly challenging for others to adopt similar approaches without comprising on the quality of their products. In order to remain competitive, organisations may be required to shift their focus onto their employees as a source of competitive advantage. Research has shown that employees provide organisations with sustainable competitive advantage, more specifically, it has shown that engaged employees outperform disengaged employees. The differentiating factor for organisations in the pursuit of competitive advantage would therefore be an engaged workforce. The primary research objective of this study was to investigate employees’ perceptions of engagement within the logistics function at Coca-Cola Fortune Port Elizabeth, as well as its impact on critical success factors. A theoretical overview was conducted to appraise various definitions, engagement models, factors influencing engagement and the impact of engagement on critical success factors. The research highlighted a number of common themes of engagement which includes a reciprocal relationship between the organisation and employees, enthusiasm, involvement and motivation. This research revealed that engaged employees make positive contributions to key business outcomes such as financial performance, productivity and customer satisfaction.An empirical study was conducted by means of a survey with a questionnaire as data collecting tool. The purpose of the structured questionnaire was to validate the findings obtained from the theoretical overview and to assess employees’ perceptions of engagement, engagement factors and the impact of engagement on critical success factors. A sample comprising 112 employees was identified by means of a stratified sampling technique. A 93 per cent response rate was obtained. The key findings of the study indicated that management and employee perceptions of engagement were comparable. It also indicated that corporate communication, employee involvement strategies, relationships with management and HR policies and procedures did influence employee engagement. Furthermore, the study validated the existence of a strong positive relationship between customer satisfaction, employee attendance and productivity – as was found between employee engagement and business success at CCF. The theoretical overview in conjunction with the empirical findings yielded a hypothesised model of employee engagement as presented in Chapter One. This model could provide direction in the organisation’s attempt to improve engagement levels and ultimately in the pursuit of competitive advantage.
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Pittorino, Leonardo Andres. "The relationship between culture, commitment and performance in a South African electricity utility." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003878.
Full textAbstract:
The Electricity Distribution Industry (EDI) in South Africa is in the process of restructuring into six Regional Electricity Distributors (REDs). This would entail the merging of the national electricity utility, Eskom Distribution with municipalities to consolidate skills and to improve on efficiencies. This integration would involve the assimilation of not only physical assets but also various organisational cultures into a separate organisation responsible for supplying electricity services within its designated geographical area. A separate challenge facing Eskom is an intensive capital expansion program to increase generation capacity which will require a committed workforce to execute. Organisational culture has been regarded as leading to greater productivity and generating commitment to the values and philosophies of the organisation. The purpose of the research was to determine whether there was a significant relationship between the organisational culture, organisational commitment and employee performance in Eskom Southern Region. In order to achieve this purpose a survey was undertaken (N=83) which measured perceptions regarding the existing organisational culture, preferred organisational culture as well as organisational commitment. Performance rating scores were linked to each respondent and were obtained from the performance management process of Eskom Southern Region. The main findings of this research can be summarised as follows: • The dominant existing organisational culture in Eskom Southern Region is the power culture, while the dominant preferred organisational culture is the achievement culture. • There is a significant organisational culture gap between the existing and the preferred organisational culture in Eskom Southern Region. • The dominant organisational commitment within Eskom Southern Region is affective commitment together with normative commitment. • The findings related to the employee performance include: o A slight but significant negative relationship was measured between the existing achievement culture and employee performance. o No significant relationships were measured between the preferred cultures and employee performance. o No significant relationships were measured between the organisational commitment scales and employee performance. • The findings pertaining to the relationship between organisational culture and organisational commitment can be stated as follows: o A significant positive linear relationship between the existing achievement culture and affective commitment was measured. A strong, significant negative linear relationship between the existing power culture and the affective commitment was also measured. o No significant relationships were measured between the preferred organisational cultures and organisational commitment. o The organisational culture gap has a significant effect on the organisational commitment of employees. • The findings pertaining to the relationship between the biographical variables and the organisational culture, organisational commitment and employee performance can be stated as follows: o There exists a strong significant relationship between the years of service and the existing organisational culture scales. o No significant relationships exist between the preferred organisational culture scales and any of the biographical variables. There was a common agreement across all respondents on the preferred organisational culture. o A significant relationship was found between organisational commitment and the number of people supervised. o A slight but significant positive linear relationship between the age of respondents and employee performance ratings was measured. It can therefore be concluded that the type of organisational culture has a significant impact on the level of affective commitment of the employees within Eskom Southern Region. No significant positive relationship was found between organisational commitment and organisational performance in Eskom Southern Region.
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Van, der Linde Carien. "Vicarious liability of banks for fraudulent conduct of their employees." Thesis, 2015. http://hdl.handle.net/10210/13973.
Full textAbstract:
LL.M. (Banking Law)<br>When a bank employee commits fraudulent acts within the course and scope of his employment, he renders the bank vicariously liable for his fraud. The logical conundrum is that since a bank never employs someone to commit fraud, and since fraud is thus never in this sense within the course and scope of his employment, should the bank never be liable for this fraudulent conduct? If this were the law, the public could potentially be defrauded with impunity, because those defrauded would be left only with a claim against a fraudster who likely has no assets. This dissertation examines the common-law doctrine of vicarious liability and illustrates the sometimes-haphazard manner in which courts have applied the underlying principle to the varying facts that arise. It will be shown that the application of the doctrine to cases involving fraud by bank employees is particularly inconsistent and unsatisfactory. It will be proposed that the solution lies in the development of the common law so as to promote the spirit, purport and objects of the Bill of Rights, and particularly section 25 of the Constitution. 2 This paragraph conceptualises the vicarious liability doctrine. Paragraph 2 considers the application of the doctrine by the courts, and points to inconsistencies in approach. The third paragraph deals briefly with the position in two common-law jurisdictions, Canada and Britain. The final paragraph proposes a solution to the observed inconsistencies: an employee acts in the course and scope of his employment for purposes of imposing vicarious liability when the employer’s right not to be arbitrarily deprived of his property in terms of section 25 of the Constitution is acknowledged, and his vicarious liability is limited to cases where there is a rational relationship between the employee’s fraudulent conduct and the scope of his employment, and not an arbitrary deprivation. In considering the South African cases, it readily becomes apparent that the courts have already instinctively adopted the approach of examining the nature and extent of the deviation by the employee from the scope of his employment, but have not done so in the context of the property clause ...
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Tshabalala, Caroline Mojela. "The attitude of employees towards transformation." Thesis, 2012. http://hdl.handle.net/10210/7167.
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M.A.<br>Organisational transformation has become a way of life. Transformation may be prompted by forces internal and external to the organisation. Typical organisational transformation involves the restructuring or elimination of jobs. Transformation of any organisation necessarily balances the elimination of outdated systems alongside the preservation of core assets. Change creates pressure in any organisation. This is especially true when the organisation has not had much experience in dealing with it. The first taste of major change in this situation can be traumatic. Organisational transition is slow, expensive and difficult. There is a tendency to believe that change can be instant, painless and quick. The process of making a major change to an organisation's identity requires people to let go of "how it was" and move through a period of doubt and uncertainty. The focus of this study is on describing the attitude of workers towards transformation. A standardised scale was used as a way of measuring the feelings and attitudes of workers towards transformation. The actual result reported from this study indicates that there is a lot of negative feelings and attitudes towards the whole transformation process.
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Diedericks, Leana Roseline Ruwayda. "The status of magistrates as employees in South Africa." Diss., 2016. http://hdl.handle.net/2263/56994.
Full textAbstract:
Magistrates in South Africa play a very important role in the administration of justice.
They carry out both judicial and administrative duties to ensure that law and order
are maintained.
Because of the vital judicial role that magistrates play it is imperative that there
should be certainty regarding the appropriate remedies that are available to them
should their constitutional right to fair labour practices be infringed in the performance
of their duties.
In this regard section 23 of the Constitution of the Republic of South Africa, 1996 affords
everyone the right to fair labour practices. This right has been given effect to
by the enactment of the Labour Relations Act 66 of 1995 (LRA), which affords the
right to fair labour practices to employees only. Even though magistrates are not
specifically excluded from the scope and ambit of the LRA, uncertainty still prevails
in South African law regarding their entitlement to the remedies provided for by labour
law. It has been suggested that magistrates cannot be employees in view of the
fact that the Constitution requires the judiciary to be independent.
This dissertation aims to establish whether magistrates could be categorised as employees
in terms of the traditional tests used to establish employment. It furthermore
seeks to establish whether the constitutional guarantee of an independent judiciary
and the existence of an employment relationship are mutually exclusive.<br>Mini Dissertation (LLM)--University of Pretoria, 2016.<br>tm2016<br>Mercantile Law<br>LLM<br>Unrestricted
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Folose, Nkululeko Gladstone Victor. "Communication of organisational changes to employees: a case study." Thesis, 1995. https://hdl.handle.net/10539/24644.
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A research report submitted to the faculty of Management,
University of the Witwatersrand in partial fulfilment of the
requirements for the degree of Master of Management (in the
field of Public and Development Management)<br>The democratisation of local governmsnt requires effective communication structures.
The current methods of communicating changes and developments to employees
of the Sebokeng Town Council are: top management discussions, notice-boards and
informing those affected. Their ineffectiveness is shown by the poor knowledge of
local government issues revealed in a council characterised by adversarial union-management relations.
Management appears to play a minimal role whilst shopstewards dominate the
process of communicatlng changes to employees and the grapevine is said to
provide information most timeously. The quest for change and for a two-way
cornmunlcatlon process were endorsed strongly. Consultative meetings, discussions
involving union representatives and informal worker discussions are the preferred
methods of communication.
It is recommended that a change management process be triggered by the
researcher facilitating a more inclusive management-employee workshop to discuss
the findings, establish an internal communications structure and explain how to
disseminate information through briefing groups.<br>Andrew Chakane 2018
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Thulare, Mabjana Petunia. ""Constructive dismissal in South Africa prospects and challenges"." Thesis, 2014. http://hdl.handle.net/10386/1262.
Full textAbstract:
Thesis (LLM. (Labour Law)) -- University of Limpopo, 2014<br>Constructive dismissal comes into the equation when an employer behaves in such
a manner that eventually and ultimately leads to the employee, being the receiving
party, in the employment relationship, to terminate the employment contract. This
termination must be the direct result of the conduct of the employer that irreparably
frustrated the relationship and made it impossible for the employee to remain in the
service of the employer in question. The law of constructive dismissal requires a
balance between the competing interests of employees and employers. The
employee is the one who makes the claim and determines whether to accept the
changes made to his position or to resign and seek damages for wrongful dismissal.
A factor which creates further uncertainty is that the employee also controls when to
make the claim. Although the employee has greater control over constructive
dismissal claims, an employer can take steps to limit the risk of an employee making
a claim of constructive dismissal.
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Van, Der Rijst Jan Hendrik. "A study of employees working from home at Business Connexion." 2015. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001828.
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M. Tech. Business Administration<br>Working from home is a worldwide trend and effect companies in various ways. With advancement of the information technology and Internet the virtual organizations have become a trend with more and more professionals working from home. Several studies have focused mostly in developed nations with little or no research found in the South African context. This study focused on South African circumstances and examined the cost saving implications for Business Connexion and their employees if they would be able and allowed to work from home. Further, relationships between operational and professional factors, with virtual work were studied.
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"Die rol van logistiek in die verkryging van 'n mededingende voordeel vir spoorvervoer in die Suid-Afrikaanse vraggoedere mark." Thesis, 2012. http://hdl.handle.net/10210/5989.
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M.Comm.<br>The modern business environment is characterised by a new focus on strategies towards competitiveness and customer service. This includes efficient and effective logistical systems to support just-in-time, shorter production run strategies of customers. Furthermore, the outsourcing of non-core functions to third party service providers, is an increasing tendency. Transport providers are strategically positioned within logistical processes to provide value-adding services. Historically, the transport industry was a highly regulated arena which changed to a competitive deregulated industry. PROBLEM STATEMENT: With the deregulation of the transport industry, rail transport lost market share in the total land freight market. Other than deregulation, the following: In contrast with road, rail is responsible for the accomplishment of transport infrastructure and the maintenance thereof; the differences in the competitive traits of rail and road; and the increasing nature of change within the dynamic marketplace itself. After 200 years, the rail transport mode is confronted with the challenge of relevancy in the twenty first century. The main objective of the study is founded on systematic literary research of land transport within the RSA. The focus is on the role logistics plays in obtaining competitive advantage from a rail perspective. In order to achieve this, the following were investigated: the economics of transport; an evaluation of the competitiveness of the RSA road and rail industry; logistics as an approach to add value and differentiate the transport product; and suitable strategies specifically for rail in support of value adding and competitiveness. FINDINGS: The study finds that logistics can create competitive advantage for rail transport with an unique marketing orientation. This can be maximised by differentiating the rail transport product alignment with market share in the different segments and positioning in the product life cycle. The manufacturing higher value segment represents the biggest growth opportunity in market share. Innovation and quality improvements are prerequisites within rail, whilst selective divestiture strategies on non-profitable business must be considered. The requirement is to provide logistical services within the total supply chain which add value to customers products. Rail transport must therefore find a balance between cost leadership and differentiating strategies. Rail transport in the RSA is aware of the importance to provide logistical value in the freight market. However, it was found that the transformation to make logistics an integrated part of its business is lacking. In contrast, road transport rapidly developed the provision of complete logistical solutions in the freight market. Lastly, it was found that the outsourcing of logistics is a world trend, especially in respect of the USA and Europe.
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Omar, Tasneem. "Workplace bullying, personality and work engagement among South African employees." Thesis, 2017. https://hdl.handle.net/10539/24469.
Full textAbstract:
A research project submitted in partial fulfilment of the requirements for the degree of MA by coursework and Research Report in the field of Industrial Psychology in the Faculty of Humanities, University of the Witwatersrand, Johannesburg July 2017<br>Workplace bullying is an unfortunate occurrence within organisations and has become a prevalent area of interest. However, research on workplace bullying and specifically its effect on work engagement within a South African context is rare. Additionally, research on the relationship between workplace bullying and personality traits is limited to the Big Five personality traits. This research thus broadened its range from the Big Five personality traits and focused on neuroticism, assertiveness, optimism, pessimism and hardiness. The research further assessed the moderating effect of personality on the relationship between workplace bullying and work engagement. The sample consisted of 200 white collar employees over the age of 18 that was obtained using a volunteer, snowball sampling method. The responses were obtained using survey methodology, which led to the cross-sectional nature of the study. Analyses of results were completed using a Pearson’s product moment correlation analysis and a moderated multiple regression analysis. The results from the Pearson’s product moment correlation mainly supported the hypotheses, however there were findings that countered the hypotheses, mainly assertiveness as this proved to be the most unexpected finding. The results from the moderated multiple regression showed that only neuroticism and pessimism moderated the relationship between workplace bullying and work engagement as opposed to assertiveness, optimism and hardiness that did not. The findings of this research thus contribute to the limited body of South African research investigating different personality types moderating the relationship between workplace bullying and work engagement.<br>XL2018
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Kuipers, Aiko. "The effects of casualization on the working conditions of temporary employees in the hospitality industry." Thesis, 2015. http://hdl.handle.net/10210/14334.
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M.Tech.<br>Employees in the events management and conferencing sectors in the tourism and hospitality industries are employed on either full-time and or temporary working arrangements, referred to as casualization. Traditionally, a full complement of employees would be present at hospitality venues; however, economic conditions, occupancy levels and consequently turnover, have dramatically changed, leading to venues only employing staff when they are needed. A South African survey (2010) reveals that most temporary employees are contracted from labour brokers, who in turn sell their skills and services to the events management and conferencing sectors, among others in the hospitality industry. This change was necessary to enable employers to only employ staff for busy periods. (Hickmore, 2011; Mosala, 2008)...
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Molony, Sean. "The developing law of promotion of employees in South Africa." Thesis, 2006. http://hdl.handle.net/10413/5632.
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More, Penelope Sekgametsi. "The well-being of HIV/AIDS employees." Thesis, 2012. http://hdl.handle.net/10210/7658.
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M.A.<br>Virtually unheard of two decades ago, AIDS is, at the turn of the century, one of the best known and most talked about disease on the globe. A decade ago, HIV was regarded primarily as a serious health crisis. What had first appeared to be a disease confined to certain well-defined populations such as gay men and haemophiliacs became a disease that threatened everyone, everywhere. AIDS has become a fullblown threat to development and its social and economic consequences are felt widely not only in the workplace but also in the human resource field and the economy in general. The HIV epidemic is the most important challenge facing South Africa since the birth of democracy. The implications of HIV in the workplace are scary. Even though HIV affects all of us, it has become a workplace issue that must be addressed simply because work is one of the most important dimensions in the life of the individual. The workplace can be a scene of prejudice, discrimination, rejection and harassment, for people affected by HIV, and those feelings are fuelled by ignorance and fear of infection. HIV-positive employees suffer high levels of depression, anxiety, fear and a great degree of uncertainty associated with the diagnosis. Instead of rejecting, stigmatising and isolating positive employees, a collective commitment is needed by the workplace to treat positive employees with dignity and respect. Because the workplace is such an important element in the individual's life, it has been demonstrated to be life lengthening and fulfilling for employees to remain in familiar, supportive and productive surroundings even after being diagnosed HIV-positive (Masi, 1993). The researcher examined how HIV affects employee functioning in the work environment. A qualitative research design is followed using a framework based on Straus and Corbin (1990). Purposive, non-probability sampling is used. Data is captured by using an unstructured, open-ended interview schedule. In this study data analysis is completed manually. Literature is reviewed to validate the findings and lastly conclusions and recommendations are presented.
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du, Plessis Karin. "Coping behaviour of wives of relocated employees." Thesis, 2015. http://hdl.handle.net/10539/17197.
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This quantitative-descriptive study explored the effect of
relocation cn wives, of employees of an Eastern Cape motor
manufacturing company, who were relocated during the
period July 1991 to November 1993. Specifically, it aimed
to identify the coping behaviour of two samples of such
wives, those of employees ./ho were relocated from overseas
(international group) and those who were relocated from
within South Africa (national group). A control group,
comprised of wives of employees who f had not relocated
within the last ten or more years, was utilised. The study
made use of three research tools: a structured interview
schedule compiled by the researcher, the Beck's (1981)
Depression Inventory and the Hudson's (1982) Index of
Marital Satisfaction.
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Volschenk, Derich. "'n Diens- operasionele- en winsmodel vir langafstand spoorpassasiersvervoer." Thesis, 2012. http://hdl.handle.net/10210/7744.
Full textAbstract:
M.Comm.<br>The South African economy requires effective low cost passenger transport in order to provide sufficient time and place utility for its population. The role that long distance passenger transport plays within this economic framework is important and ranges from inter city transport of passengers traveling for work and private purposes to that of metro transport. It is also important to note that long distance passenger transport plays an important role in the development of rural areas. Huge potential also exists for long distance passenger transport to assist in the development of the tourism industry. Long distance rail passenger transport forms an integrated part of the long distance passenger market. Due to the characteristics of long distance rail passenger transport this form of transport is specially conducive to providing low cost transport to low income groups. This situation enhances development and social interaction of the community in different geographical areas. Although long distance rail passenger transport plays an important role in the national economy the service has traditionally not generated a profit. The reasons for this situation are diverse and complex. This study addresses some of the traditional managerial approaches towards the business. A model is developed to enable management to focus on detailed service-level management that will enhance a higher service level with lower associated costs. This study focuses on service profitability management with the associated costing and pricing methods, and concomitant management information systems. During the discussion of these specific issues some of the cost and revenue deficiencies are identified, and possible solutions are proposed for these problems. Concerns with the traditional costing method are discussed in this study, where after a new model is developed to incorporate all costs that are necessary for product costing. The main reasons for adapting a different approach to costing of services are as follows'. Accurate costing of services enables management to decide on the improvement, continuation or discontinuation of a certain service. Service costing is used as a decision tool for the determination of fares for each service that is provided. The costing model incorporates the reclassification of expenses and costing of services according to their life cycle. For the purpose of arriving at a revenue level that should satisfy sustainable economical development and specific company requirements namely profitability, this study develops a method for calculating fares for long distance passenger rail transport. This method includes internal as well as external environmental issues. The primary requirement for a service profitability model is for management to obtain the relevant information that would enable such a model to function effectively. Due to the purpose of the study, namely to develop a decision model for management a project management approach for the development of a management information system is discussed. This model is related to a long distance rail passenger organization and highlights specific management information that is required for product profitability modeling. Finally this study recognizes that further research needs to be conducted to develop new strategies to decrease cost and increase revenue, with a satisfactory level of service.