This mini-dissertation investigates the influence that an outcome-based remuneration scheme can have on productivity in the financial sector. It focuses on four dimensions that were used to determine if productivity levels could be affected; all of these four dimensions could be linked back to the performance of the employee and employer. The four dimensions were units produced, overtime, absenteeism and till cash up which speaks to the quality of transactions that were processed. When these four dimensions were tested statistically the results tended to suggest that there is a positive association with productivity and an outcome-based remuneration scheme. This simply means that an outcome-based remuneration scheme increases productivity levels in the workplace, more specifically in the financial sector; the literature review also supports this statement. The study also deals briefly with the advantages and disadvantages of a pay for performance scheme as well as when designing a pay for performance scheme what are the key design elements. It also briefly touches on the implementation of such a scheme, whether pay for performance is sustainable over a period of time and what are the most common types of pay for performance schemes. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The main aim of the study was to investigate the causes of absenteeism in the public service focusing at. Mmabatho College of Nursing (MMACON) a training institution for nurses as one of the public sector institutions. According to MMACON (2002:3) statistics in 2002 almost one in five workers were absent over one week of work as a result of illness. The college statistics reveal that one third of these employees, or 6% of all workers, missed in access of two weeks away from work. In additional to the reduced quality of life experienced by these employees, ,absenteeism impacts the productivity of the college. The focus of the study is based on the following; to explore causes of absenteeism, to establish the effects of absenteeism, to identify measures to control absenteeism and to make recommendations for an efficient management of the problems. Questionnaire was designed for staff to complete. Data was then coded and computerized. Analysis of data was reported by means of frequencies and percentages Chi-square method was used. The results were processed and outlined the causes, the effects, control of absenteeism and recommendations. In general the main cause of absenteeism at MMACON is due to family problems. Days mostly affected are Fridays. The department mostly affected by high absenteeism rate is catering department. Support staff category is the one affected mostly. Employees are frustrated by the rate of absenteeism. Employees are absent for more than three days per week. Recommendations are as follows; to improve communication within the group and with supervisors, to encourage employees to participate in decision making in the area of their expertise, to encourage 'problem solving in a team environment, to provide training and development opportunities, to provide feedback about performance and to deal positively with employee concerns. / Thesis (MBA) North-West University, Mafikeng Campus, 2005

The main aim of the study was to investigate the causes of absenteeism in the public service focusing at Mmabatho College of Nursing (MMACON) a training institution for nurses as one of the public sector institutions. According to . MMACON (2002:3) statistics in 2002 almost one in five workers were absent over one week of work as a result of illness. The college statistics reveal that one third of these employees, or 6% of all workers, missed in access of two weeks away from work. In additional to the reduced quality of life experienced by these employees, absenteeism impacts the productivity of the college. The focus of the study is based on the following; to explore causes of absenteeism, to establish the effects of absenteeism, to identify measures to control absenteeism and to make recommendations for an efficient management of the problems. Questionnaire was designed for staff to complete. Data was then coded and computerized. Analysis of data was reported by means of frequencies and percentages Chi-square method was used. The results were processed and outlined the causes, the effects, control of absenteeism and recommendations. In general the main cause of absenteeism at MMACON is due to family problems. Days mostly affected are Fridays. The department mostly affected by high absenteeism rate is catering department. Support staff category is the one affected mostly. Employees are frustrated by the rate of absenteeism. Employees are absent for more than three days per week. Recommendations are as follows; to improve communication within the group and with supervisors, to encourage employees to participate in decision making in the area of their expertise, to encourage problem solving in a team environment, to provide training and development opportunities, to provide feedback about performance and to deal positively with employee concerns. / (MBA) North-West University, Mafikeng Campus, 2005

This mini-dissertation investigates the influence that an outcome-based remuneration scheme can have on productivity in the financial sector. It focuses on four dimensions that were used to determine if productivity levels could be affected; all of these four dimensions could be linked back to the performance of the employee and employer. The four dimensions were units produced, overtime, absenteeism and till cash up which speaks to the quality of transactions that were processed. When these four dimensions were tested statistically the results tended to suggest that there is a positive association with productivity and an outcome-based remuneration scheme. This simply means that an outcome-based remuneration scheme increases productivity levels in the workplace, more specifically in the financial sector; the literature review also supports this statement. The study also deals briefly with the advantages and disadvantages of a pay for performance scheme as well as when designing a pay for performance scheme what are the key design elements. It also briefly touches on the implementation of such a scheme, whether pay for performance is sustainable over a period of time and what are the most common types of pay for performance schemes. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The dissertation investigates the fairness criteria pertaining to absenteeism and desertion. It should be recognised that desertion is a special case of absenteeism. Desertion is absence from work with the intention of not returning, thus terminating the employment contract. Absenteeism is absence from work with the intention of returning. The intention of the employee determines the employer’s cause of action. The dissertation investigates fairness criteria and applicable action by the employer pertaining to such cases in order to avoid unfair dismissal. Procedure should be fair, but can only be judged on the merits of the specific case. Fairness requires the employer to afford the employee an opportunity to state his or her case at the disciplinary hearing. In other words to give a reasonable explanation for his or her absence. Fairness also requires the court to take all surrounding circumstances into account, such as the reasonable period of absence, the employees work record and the employers treatment of similar offences in the past. Absence does not warrant automatic dismissal nor does it justify extended absence. Ultimately, the burden is to be shared by both employer and employee to ensure that the employment contract is constitutionally fair, clearly defined and precisely communicated to parties. The workplace is only an extension of the individual and the collective constitutional birth right; we all have equal right to justice, yet not all cases are the same. / Thesis (LLM (Labour Law))--North-West University, Potchefstroom Campus, 2012

The dissertation investigates the fairness criteria pertaining to absenteeism and desertion. It should be recognised that desertion is a special case of absenteeism. Desertion is absence from work with the intention of not returning, thus terminating the employment contract. Absenteeism is absence from work with the intention of returning. The intention of the employee determines the employer’s cause of action. The dissertation investigates fairness criteria and applicable action by the employer pertaining to such cases in order to avoid unfair dismissal. Procedure should be fair, but can only be judged on the merits of the specific case. Fairness requires the employer to afford the employee an opportunity to state his or her case at the disciplinary hearing. In other words to give a reasonable explanation for his or her absence. Fairness also requires the court to take all surrounding circumstances into account, such as the reasonable period of absence, the employees work record and the employers treatment of similar offences in the past. Absence does not warrant automatic dismissal nor does it justify extended absence. Ultimately, the burden is to be shared by both employer and employee to ensure that the employment contract is constitutionally fair, clearly defined and precisely communicated to parties. The workplace is only an extension of the individual and the collective constitutional birth right; we all have equal right to justice, yet not all cases are the same. / Thesis (LLM (Labour Law))--North-West University, Potchefstroom Campus, 2012

Thesis (Ed.D.)--Teachers College, Columbia University, 1989. / Typescript; issued also on microfilm. Sponsor: Frank Smith. Dissertation Committee: Pearl Kane. Bibliography: leaves 117-123.

Thesis (Mtech(Business Administration)--Cape Technikon, Cape Town, 2001 / The researcher identified an absenteeism problem at the Cape Technikon Library and sees the effect of it on a daily basis. It is a costly and disruptive problem and places unnecessary pressure on staff that are at work. From the outset, companies might not realise the cost of absenteeism until they actually measure it. Absenteeism of other staff members create various problems such as low morale, increased stress, break in team work, etc. between the staff that are at work. To reduce the absenteeism rate, certain measures and control systems should be put in place. Absenteeism can either be addressed by putting a reward system in place or making use of punishment contingencies, or using a combination of both. If staff members see that other staff members get away with excessive absenteeism, they will soon follow. Within the context of the Cape Technikon Library, a culture of absenteeism has been created and it is not easy to break that culture. This study considered possible reasons for the absenteeism as well as possible solutions. To improve productivity and cost-effectiveness, the Gross Absence Rate (GAR) should be less than 3% (Van der Merwe: 1988:25). According to Van der Merwe (1988:25) an absence rate of 10% is extremely serious and any absence rate of more than 5% should be regarded as an indicator of a situation needing further investigation. An absence rate of less than 3% can be regarded as satisfactory, although capable of furtherimprovement. On some days the absenteeism rate at the Cape Technikon Library is approximately 12%.

Dissertation submitted in partial compliance with the requirements for the Master's Degree in Technology: Education (Management), Durban Institute of Technology, 2004. / This research examined The role of the school principal in reducing teacher absenteeism in primary schools. The study is confined to teacher absenteeism that has a negative impact on teacher performance. It investigates whether teacher absenteeism is a management issue by examining its impact on the work performance of teachers at school. It also looks at the effects of teacher absenteeism on learner performance. / M

The prevalence of health risk behaviours is growing among South African employees. The deteriorating health of the public and the costs there off, which arise from making unhealthy choices about one’s lifestyle, are a major cause of many preventable Non-Communicable Diseases (NCD’s). The effect of these NCD’s on an organisation can result in employees’ ill health and negative stress, which in turn can lead to absenteeism, presenteeism and thus decreased productivity. Several studies propose that the absenteeism together with presenteeism can cost an organisation up to three times as much as medical costs with stress also being flagged as a severe work-related hazard. Literature shows that ill health affects employee ability to function optimally, thus indirectly affects productivity. Studies on on-site wellness programs, although they report savings in health care costs and increase in productivity, their true effectiveness is not sufficiently measured. To add to this, there is a paucity of work that exists regarding the benefits of on-site wellness programs in South Africa. It is suggested that data about the effect of successful wellness programs does not always make its way to academic literature, thus the observed shortage in investment on such programs from South African companies. This study we aim to find out the effect of on-site wellness programs on absenteeism, presenteeism, stress and health care costs. The results oppose what literature findings report. Reasons for these findings are therefore speculated.