This dissertation investigates the employee perception on the role of motivation in performance appraisal at Mintek. It highlights major problems of the current performance appraisal system) delineating the weakness and pitfalls of the current performance appraisal system. Performance appraisal can be a good way for organisations to boost employee's motivation and hone their competitive edge. However creating useful performance appraisal and making sure they are used effectively throughout an organisation is not easy. After a review of the literature relevant to performance management systems both over time and across different types of organisations, this dissertation confines its research to Mintek. The relevant literature has been visited and served as a secondary data that add value to the dissertation. Collation of the relevant data is followed by a discussion of the employee perception and the role of motivation in performance appraisal. The relative lack of research on employee perceptions on the role of motivation is the primary impetus of this study, which advances this important, but neglected research area by investigating potential predictors and consequences of role of motivation and perceptions with performance appraisal. The sample was drawn from Mintek employees who were cooperative in the execution of the study. As a result of this, the research on the subject has moved beyond limited confines of measurement issues and accuracy of performance ratings and has begun to focus more on motivational aspects of performance appraisal. The performance appraisal are intended to enhance overall organisational performance. unfortunately ongoing problems with performance appraisal can create challenges in trying to study relationships between individual performance and organisational performance. The findings of this study revealed that there is deficiency in performance appraisal supervisors are not properly trained, performance management system is not efficient and supervisors do not show concern. Mintek should improve its method of performance appraisal based on managers and supervisors knowledge and number of dimensions being appraised; look at the conclusion and recommendations made in this dissertation. / Thesis (MBA) North-West University, Mafikeng Campus, 2010

The purpose of the study was to explore and identify the constraints and challenges that prevents public service employees from transferring what they have learned during training intervention to the workplace. The aim was to further make recommendations to address the factors identified as constraints of transfer of learning into the workplace. To achieve the goal, the study focused on extensive literature and theoretical inquiry with the aim of understanding concepts of transfer of learning, and constraints to transfer of learning, to determine the relationship between transfer of learning and employee/trainee performance, and to suggest a framework to manage or mitigate the constraints to transfer of learning. The study used a qualitative and quantitative research methodology, with emphasis on quantitative research methodology to draw conclusions. A sample of 106 was drawn from the two departments, where a questionnaire was administered. The findings of the study revealed that the following factors as constraints to transfer of learning: lack of learner's readiness before training; lack of support and acknowledgement of new skills acquired by trainees from their line managers; even though training improves knowledge level and competency level, thereby increasing productivity, however lack of support constrain transfer; lack of appropriate or relevant tools for application of theory; and lack of cooperation and support from colleagues. / Thesis (MBA) North-West University, Mafikeng Campus, 2010

Effective performance management is vital in all public and private sectors and contributes to service delivery of the organisations. Research on public-sector performance management, however, points out challenges in the implementation of the systems and questions the effectiveness of policy tools for enhancing the governmental accountability. The Department of Public Works, Roads and Transport is a large institution and its vision is to provide successful infrastructure projects and safer transport for the community. The majority of employees are working on infrastructure projects for both roads and buildings. In this study, experimental data and performance management experiences of the working environment to estimate the influence of Management of the Department of Public Works, Roads and Transport on the implementation of performance management policies, was analysed. The challenge is that the department focuses more on the work to be done than ensuring that the employees are also satisfied. The Department of Public Service and Administration (DPSA) and North West Provincial Treasury have implemented the performance management policies that need to be followed and practiced to improve service delivery as well as employee motivation. Management of the Department of Public Works, Roads and Transport, together with the Corporate Support Division should put into operation a strategy for the future in order to successfully implement the performance management system to all levels of employees in order to successfully achieve both employee satisfaction and retention, and the goa ls of the department. The Performance Management policies and legislations that is currently operational should be applied effectively and efficiently to improve service delivery and the morale of employees. / Thesis (MBA) North-West University, Mafikeng Campus, 2014

Integrity within employees is on the forefront as a person with integrity is one that is honest and trustworthy. In contrast is an employee with low integrity that could be associated with acts of fraud, corruption and theft. The purpose of this report is to address the proposition that higher integrity levels within employees will lead to lower financial stock losses. In addition the integrity levels of all employees were measured to see whether the integrity level of permanent employees were higher than those of temporary employees. Strategies were implemented in order to develop the integrity level of Clover Nelspruit’s employees. The strategies included addressing the situational factors desirability, group norms and risk together with focusing on communication regarding integrity. The monthly averaged stock loss for the period June to September 05 was considerably lower than the previous eleven months which led to the confirmation that improving a person’s integrity can be positively associated with lower financial losses caused by internal theft. In considering only the employees who passed the lie factor in the measurement instrument the results were also in agreement with the theory that temporary workers might be more likely to engage in counterproductive behaviour than those employed as permanent workers.

published_or_final_version / Business Administration / Master / Master of Business Administration

published_or_final_version / Geography / Master / Master of Arts in China Development Studies

No description available.

This study explores aspects of the nature and experience of call centre employment. In 1972 only 42% of UK households had a home-based telephone (BIFU, 1996). By 2000 98% of UK homes had access to either fixed-line or mobile telephone services (Oftel, 2001). The commercial exploitation of this artifact is now being realised through call centres employing sophisticated information and communications technologies. Virtually unheard of a decade ago, UK call centres provided jobs for an estimated 264,000 people in 2001 (Datamonitor, 1999). They have increasingly attracted public and academic attention, much of the latter focused on issues of employee control and surveilance. This study uses analyses of call centre-related newspaper articles, a survey of Scottish recruitment and employment agencies, covert participant observation, and interviews with agency representatives and call centre employees to explore issues such as recruitment and selection, the nature and experience of employment, and employee turnover in call centres. The ethics of using covert methods are discussed. Four main conclusions emerge from the study. First, call centre employment can be differentiated from other occupations on the basis of recruitment and selection practices, employee skils and differences in work environments, performance monitoring and supervision practices and regulation of workplace behaviour. Second, job characteristics may predispose employees to low levels of job-related well-being and burnout. Third, levels of employee turnover may be linked to occupational novelty and the availability of pre-employment realistic job information. Fourth, automated systems are beginning to replace routine, repetitive, low value tasks, resulting in changes in the nature of call centre employment. Those jobs that remain seem likely to be more demanding with complex tasks and an emphasis on quality rather than quantity of interactions. The implications of the study's findings and conclusions for future research and for call centre employers and their employees are considered.

Although performance appraisals exist in most organisations, they are not implemented correctly. In many organisations the link between the performance appraisal ratings and the outcome is not so obvious. This has led to mistrust of the performance appraisal process by the users and the total process does not command the credibility it deserves. A summary of problems with performance appraisals systems and processes are as follows: Preparations prior to appraisal with staff are not adequate. Users of the system are not formally trained. Performance appraisal processes are often considered to be unpleasant and time consuming. The performance appraisal processes are subject to subjectivity. The rating scales and performance dimensions used in the systems are open to different interpretations due to lack of clear guidelines. / Prof. W. Backer

M.Comm. / In September 2002 South Africa saw the implementation of labour market regulation policy in the market for domestic workers, known as Sectoral Determination 7: domestic worker sector. This policy has been promulgated through the Basic Conditions of Employment Act, No 75 of 1997. The primary rationale behind the introduction of Sectoral Determination 7 was to protect the most vulnerable labour market sectors in South Africa such as domestic services workers and farm workers. This mini dissertation thus investigates the impact of the policy of minimum wages on the market for domestic workers in the South African context, and examines whether minimum wages in South Africa contribute to higher employment levels and better conditions of employment in the market for domestic workers. This is achieved through a comprehensive comparative analysis of a survey undertaken in the City of Pretoria at Orchards and Soshanguve against two similar surveys conducted in Bloemfontein in 2006 and 2001, respectively.