Thesis (MPA.) --University of Limpopo, 2009 / The study investigated the impacts of performance management system on service delivery in Mokopane Regional hospital. The study moved from the premise that Performance Management System in Mokopane Regional Hospitals is not well managed. The investigation however revealed that efforts are being made to implement performance management system although some essential improvements are inevitable required. It also probed the implementation of the performance management system within the ambit of the determined policies and procedure manual for the hospital. The challenges experienced are due to the failure of the line managers and supervisors in understanding the essence of the system. The implementation of the system often results in biasness and other performance unrelated factors. In many instances, other factors (such as subjectivity at the expense of objectivity) are unrelated to high performance rates. The study makes a recommendation on how alignment can be made to ensure that the system become more effective.

Text in Afrikaans, abstract in Afrikaans and English / Die doel van hierdie navorsing was om te bepaal of betekenisvolle verskille bestaan tussen werknemerdoeltreffendheid en persepsies van gehalte van werklewe van bemagtigde en niebemagtigde skofwerkers in die Suid-Afrikaanse petrochemiese bedryf. Skofwerknavorsing het gedurende die afgelope dekade internasionaal toegeneem. Hiermee gepaardgaande het verskeie intervensies ontstaan om die doeltreffendheid van skofwerkers en hulle gehalte van werklewe te bevorder. Deur gebruik te maak van 'n gekombineerde vraelys ("Standard Shiftwork Index") en werklike data ten opsigte van afwesigheid en prestasiebeoordelings, is 'n steekproef van 102 gevalle geanaliseer. 'n 90 persent betroubaarheidinterval is gebruik om waardes ten opsigte van elke veranderlike te bepaal. Daar is bevind dat werknemerbemagtiging weinig invloed het op skofwerkers se werkbywoning. Daar is ook gevind dat werknemerbemagtiging nie lei tot 'n meer positiewe persepsie, by toesighouers, van skofwerkwerkers se algemene werkprestasie nie. Daar is egter bevind dat skofwerkers se persepsies van hulle gehalte van werklewe, ten opsigte van werkdissatisfaksie, chroniese vermoeidheid en tevredenheid met sosiale omstandighede, wel positiefbelnvloed word deur werknemerbemagtiging. Aanbevelings is gemaak ten opsigte van die aanwending van werknemerbemagtiging, as intervensie in skofwerkomgewings, asook vir verdere skofwerknavorsing in Suid-Afrika. / The purpose of this research was to determine if significant differences exist between employee effectiveness and perceptions of quality of working life of empowered and non-empowered shiftworkers in the South-African petrochemical industry. By using the Standard Shiftwork Index and real absenteeism and appraisal data, a sample of 102 cases was analysed. A 90 percent confidence interval was used to determine t-values for variables. It was found that empowerment has little influence on the work attendance of shiftworkers and that empowerment does not lead to more positive perceptions of general work performance of shiftworkers, among their supervisors. It was, however, found that shiftworkers' perceptions of their quality of working life are improved by empowerment in respect of work dissatisfaction, chronic fatigue and satisfaction with social circumstances. Suggestions were made concerning the use of empowerment, as an intervention, in shiftwork environments and for future shiftwork research in South-Africa. / Industrial & Organisational Psychology / M.Comm. (Bedryfsielkunde)

The advent of democracy in 1994 prompted the South African government to provide public goods to the entire population as opposed to providing services along racial lines, as was the case during the apartheid era. Consequently, government expenditure increased considerably. However, continuous service delivery protests in recent years indicate that government has not been operating optimally. The Department of Planning, Monitoring and Evaluation and National Treasury introduced Organisational Performance Management (OPM) to improve service delivery. Government also adopted internal auditing as a mechanism to improve OPM because of internal auditing’s mandate, role and body of knowledge. This study explored the implementation of OPM as a management tool to assist national departments in effectively delivering goods and services to the public economically and efficiently. The study also explored the adoption of internal auditing by national departments as a mechanism to improve OPM. The study followed a sequential mixed methods approach. The chief audit executives of eighteen national departments participated in the quantitative phase. Interviews were held with employees from four national departments as well as two monitoring departments. Departmental officials included five deputy directors-general, three chief directors, four directors, one deputy director and one senior internal auditor. Seven focus group discussions were held with twenty-two internal auditors from the four departments. Sixty-four documents were analysed. The study found that national departments have implemented systems of OPM and the reporting of quarterly performance information but are at different levels of maturity. However, governance and reporting fatigue and a reluctance to implement effective consequence management for poor performance may be undermining optimal performance. National departments may be also preparing strategic plans, annual performance plans and annual reports simply for compliance rather than for optimal performance. The study also found that internal auditors may not have a thorough understanding of the department’s performance environment and consequently undertake limited assessments of OPM, focusing mainly on quarterly performance information (PI) and documentation rather than on organisational strategy. However, management’s expectations from internal auditing go beyond assessing the quarterly PI and require advice and guidance on strategic imperatives. The appropriate skills, knowledge and training of internal auditors therefore require review. Management expects assurance of sustainable future performance of the department. Internal auditing currently stands positioned to make an evolutionary transformation into becoming the most important strategic partner to management. However, under-theorisation and a restricted internal auditing approach inhibit its natural evolution. / College of Accounting Sciences / D. Phil. (Accounting Sciences)

Text in Afrikaans, abstract in Afrikaans and English / Die doel van hierdie navorsing was om te bepaal of betekenisvolle verskille bestaan tussen werknemerdoeltreffendheid en persepsies van gehalte van werklewe van bemagtigde en niebemagtigde skofwerkers in die Suid-Afrikaanse petrochemiese bedryf. Skofwerknavorsing het gedurende die afgelope dekade internasionaal toegeneem. Hiermee gepaardgaande het verskeie intervensies ontstaan om die doeltreffendheid van skofwerkers en hulle gehalte van werklewe te bevorder. Deur gebruik te maak van 'n gekombineerde vraelys ("Standard Shiftwork Index") en werklike data ten opsigte van afwesigheid en prestasiebeoordelings, is 'n steekproef van 102 gevalle geanaliseer. 'n 90 persent betroubaarheidinterval is gebruik om waardes ten opsigte van elke veranderlike te bepaal. Daar is bevind dat werknemerbemagtiging weinig invloed het op skofwerkers se werkbywoning. Daar is ook gevind dat werknemerbemagtiging nie lei tot 'n meer positiewe persepsie, by toesighouers, van skofwerkwerkers se algemene werkprestasie nie. Daar is egter bevind dat skofwerkers se persepsies van hulle gehalte van werklewe, ten opsigte van werkdissatisfaksie, chroniese vermoeidheid en tevredenheid met sosiale omstandighede, wel positiefbelnvloed word deur werknemerbemagtiging. Aanbevelings is gemaak ten opsigte van die aanwending van werknemerbemagtiging, as intervensie in skofwerkomgewings, asook vir verdere skofwerknavorsing in Suid-Afrika. / The purpose of this research was to determine if significant differences exist between employee effectiveness and perceptions of quality of working life of empowered and non-empowered shiftworkers in the South-African petrochemical industry. By using the Standard Shiftwork Index and real absenteeism and appraisal data, a sample of 102 cases was analysed. A 90 percent confidence interval was used to determine t-values for variables. It was found that empowerment has little influence on the work attendance of shiftworkers and that empowerment does not lead to more positive perceptions of general work performance of shiftworkers, among their supervisors. It was, however, found that shiftworkers' perceptions of their quality of working life are improved by empowerment in respect of work dissatisfaction, chronic fatigue and satisfaction with social circumstances. Suggestions were made concerning the use of empowerment, as an intervention, in shiftwork environments and for future shiftwork research in South-Africa. / Industrial and Organisational Psychology / M.Comm. (Bedryfsielkunde)

This study explored the improvement of individual performance outcomes within the administrative units of UNISA. The study aimed, in particular, to explore, analyse and interpret individual performance management practices. It should be noted that this study did not attempt to cover all the areas of effective and efficient performance management. The focus was to investigate the processes and approaches for continuously managing the improvement of individual performance outcomes, which could lead towards improved institutional performance. The main aim of the study was to investigate how the performance management system at the University of South Africa can be approved. The study adopted qualitative and quantitative research paradigms, thus a combination of inductive and deductive approaches, sampling and analyses, data collection and interpretations were used. However, the research design and methodology in this study primarily focused on a case study design and a mixedmethod approach to reach valid and reliable conclusions. The first part of the thesis focused on the analysis of literature and empirical documents relating to performance management approaches and the research design and methodology applied. The second part focused on the performance management practices at UNISA, the implementation of surveys/questionnaires, interviews and group-discussions. Lastly, ideas and themes were identified from the collected data that should answer the research questions. The study found that performance management should focus on the identification of an individual’s strengths and weaknesses in order to enable improved individual performance outcomes. Therefore, if managers want to manage individuals effectively and improve individual performance, all related factors, which include motivation, coaching and monitoring, as well as influencing positive behaviours by individuals, should form part of the effective performance management system. Far too often, managers neglect objectively analysing performance appraisals’ outcomes, and compromise by allocating undeserved percentage ratings, mainly to avoid possible conflict situations. The study’s findings provided valuable insights that could improve the performance management system at Unisa. - v - Some of the recommendations include: that effective performance management entails co-analysis, co-decision, co-design and co-evaluation, which could lead to the clear objective setting of targets for implementation by individuals; the implementation of quarterly appraisals; the implementation of ‘crowdsourcing’ or 360° evaluations; continuous self-development and training. This study’s outcomes could make a significant contribution to the body of existing literature in the discipline of Public Administration. More specifically, in respect of the survey/questionnaires within three prominent constructs, the triangulation and mixed-methods approach used for this study; and the case study model applied in the research of the University of South Africa, as an institution of higher education. / Public Administration and Management / D. Phil. (Public Administration)