Global ETD Search

41	The Impact of Career Experiences on Generativity and Postretirement Choices for Intelligence Community Baby Boomers Kramer, Marianne Victoria 09 July 2020 (has links) No description available. Aging Cultural Anthropology Demographics Demography Economics Public Policy Social Research Social Structure Social Psychology Sociology Gerontology Retirement Postretirement Mixed Methods Baby Boomer Generativity Mission-focus Intelligence Community Encore Career Phased Retirement Bridge Job Unretirement
42	Factors affecting the retention of professional nurses in the Gauteng province Mokoka, Kgaogelo Elizabeth 30 November 2007 (has links) Professional nurses comprise the largest number of health care professionals in South Africa. High turnover rates contribute to shortages of nurses in South Africa, aggravated by the emigration of nurses, inadequate recruitment of student nurses, and the expected retirement of many baby boomer nurses by 2016. This study addressed factors influencing the retention of professional nurses in the Gauteng Province of South Africa. In phase 1, postal questionnaires were completed by 101 registered nurses while semi-structured interviews were conducted with 21 nurse managers in phase 2. Personal, organisational and managerial factors influenced the retention potential of the professional nurses. In terms of Maslow' Hierarchy of Needs Theory, most factors influencing nurses' retention operated on the lowest (physiological) level and concerned remuneration. Safety needs were compromised by the lack of equipment and supplies, the shortage of nurses and unsafe working places. Esteem needs included respect from doctors, managers and colleagues as well as recognition for outstanding performance. In terms of Vogt et al's Theory of Nurse Retention Theory, the constrictions caused by inadequate remuneration and safety aspects should be addressed. Lewin's Force-Field Analysis Theory recommends that the factors that influence nurses' retention negatively should be unfrozen, changed and refrozen, including communication. Based on these results guidelines were compiled for enhancing the retention rates of professional nurses (Annexure G). / Health Studies / D.Litt. et Phil. (Health Studies) Baby boomer nurses Generation X Generation Y Lewin's Force-Field Analysis Theory Maslow's Hierarcy of Needs Theory Multi-generation nursing workforce Retention of nurses Vogt et al's Theory of Nurse Retention 610.73069096822 Nursing -- Decision making
43	Generational motivation and preference for reward and recognition in a South African facilities management firm Close, Donné Sue 01 1900 (has links) Generational sub-groups have been stereotyped as requiring different approaches in the workplace with regard to what keeps them motivated. This research study was conducted from a humanistic-existential paradigm, seeking to find ways to avoid the demotivation of employees that can result from one-size fits all reward and recognition policies. The research attempts to establish the existence and nature of generational differences. Two quantitative measuring instruments, namely the Rewards Preferences Questionnaire (RPQ) and the Motivation Measure, were distributed electronically to all staff of a South African facilities management firm. The findings indicated that there are generational sub-group preferences for certain types of reward, and different perceptions about what types of reward attract, motivate and retain employees. They can be motivated differently by some reward structures. However, for others there was no obvious preference among the generational sub-groups. The main recommendation of the study is that companies adopt a flexible approach to reward and recognition, allowing employees to tailor reward structures according to their needs. Remuneration is the most preferred method of rewarding employees across all generations. / Industrial & Organisational Psychology / MCOM (Industrial and Organisational Psychology) Generation Motivation Reward Recognition Facilities Baby Boomer Veteran Generation X Generation Y Reward preference 658.31420968 Employee motivation -- South Africa
44	Factors affecting the retention of professional nurses in the Gauteng province Mokoka, Kgaogelo Elizabeth 30 November 2007 (has links) Professional nurses comprise the largest number of health care professionals in South Africa. High turnover rates contribute to shortages of nurses in South Africa, aggravated by the emigration of nurses, inadequate recruitment of student nurses, and the expected retirement of many baby boomer nurses by 2016. This study addressed factors influencing the retention of professional nurses in the Gauteng Province of South Africa. In phase 1, postal questionnaires were completed by 101 registered nurses while semi-structured interviews were conducted with 21 nurse managers in phase 2. Personal, organisational and managerial factors influenced the retention potential of the professional nurses. In terms of Maslow' Hierarchy of Needs Theory, most factors influencing nurses' retention operated on the lowest (physiological) level and concerned remuneration. Safety needs were compromised by the lack of equipment and supplies, the shortage of nurses and unsafe working places. Esteem needs included respect from doctors, managers and colleagues as well as recognition for outstanding performance. In terms of Vogt et al's Theory of Nurse Retention Theory, the constrictions caused by inadequate remuneration and safety aspects should be addressed. Lewin's Force-Field Analysis Theory recommends that the factors that influence nurses' retention negatively should be unfrozen, changed and refrozen, including communication. Based on these results guidelines were compiled for enhancing the retention rates of professional nurses (Annexure G). / Health Studies / D.Litt. et Phil. (Health Studies) Baby boomer nurses Generation X Generation Y Lewin's Force-Field Analysis Theory Maslow's Hierarcy of Needs Theory Multi-generation nursing workforce Retention of nurses Vogt et al's Theory of Nurse Retention 610.73069096822 Nursing -- Decision making
45	Generational motivation and preference for reward and recognition in a South African facilities management firm Close, Donné Sue 01 1900 (has links) Generational sub-groups have been stereotyped as requiring different approaches in the workplace with regard to what keeps them motivated. This research study was conducted from a humanistic-existential paradigm, seeking to find ways to avoid the demotivation of employees that can result from one-size fits all reward and recognition policies. The research attempts to establish the existence and nature of generational differences. Two quantitative measuring instruments, namely the Rewards Preferences Questionnaire (RPQ) and the Motivation Measure, were distributed electronically to all staff of a South African facilities management firm. The findings indicated that there are generational sub-group preferences for certain types of reward, and different perceptions about what types of reward attract, motivate and retain employees. They can be motivated differently by some reward structures. However, for others there was no obvious preference among the generational sub-groups. The main recommendation of the study is that companies adopt a flexible approach to reward and recognition, allowing employees to tailor reward structures according to their needs. Remuneration is the most preferred method of rewarding employees across all generations. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology) Generation Motivation Reward Recognition Facilities Baby Boomer Veteran Generation X Generation Y Reward preference 658.31420968 Employee motivation -- South Africa
46	The workplace training needs of different generations of adult learners within a corporate company in South Africa Du Plessis, Ferdinand Hermann 02 1900 (has links) The purpose of this study was to identify the training needs of different generations of adult learners within a corporate company within SA. Training needs were identified through interviews. Qualitative interviews were conducted with learners from each of the generations. This was a case study and the population was taken from a company within SA. Data was collected through interviews with different generations of adult learners, as well as the field notes of the researcher before, during, and after the interviews. The interviews were transcribed. The data was coded and categories were identified. This was done through inductive and abductive reasoning. From the categories, data were placed into themes. From these themes, findings were made regarding the training needs of different generations. Recommendations were made that can significantly impact the approach companies take towards training different generations of adult learners. Research limitations were described, and recommendations for future study. / Adult Basic Education (ABET) / M. Ed. (Adult Education) Training needs Workplace learning Baby boomer Generation X Generation Y Adult learner Experiential learning Work-life balance Corporate learning Learning and development 658.31240968
47	The workplace training needs of different generations of adult learners within a corporate company in South Africa Du Plessis, Ferdinand Hermann 02 1900 (has links) The purpose of this study was to identify the training needs of different generations of adult learners within a corporate company within SA. Training needs were identified through interviews. Qualitative interviews were conducted with learners from each of the generations. This was a case study and the population was taken from a company within SA. Data was collected through interviews with different generations of adult learners, as well as the field notes of the researcher before, during, and after the interviews. The interviews were transcribed. The data was coded and categories were identified. This was done through inductive and abductive reasoning. From the categories, data were placed into themes. From these themes, findings were made regarding the training needs of different generations. Recommendations were made that can significantly impact the approach companies take towards training different generations of adult learners. Research limitations were described, and recommendations for future study. / Adult Basic Education (ABET) / M. Ed. (Adult Education) Training needs Workplace learning Baby boomer Generation X Generation Y Adult learner Experiential learning Work-life balance Corporate learning Learning and development 658.31240968
48	Repositioning the problematic gender formation of a generation of white South African men through performance art Swanepoel, Andrew Peter 08 1900 (has links) An overview of global statistics on violence, country to country and worldwide, indicates that men are the main perpetrators of violence in our societies. Furthermore, the behavioural traits of risk-taking and self-harm are also associated with men. It is my contention that the formative processes involved in gender identity are at the root of these dysfunctions. In an attempt to present a positive alternative, I focus on a group I name the X- Men: white South African Generation X males. Drawing on Judith Butler‟s theory of performativity and its allowance for agency and resistance, I argue that they are not necessarily trapped by how their gender identities were formed through Apartheid‟s gendered institutions. These included schools, sport and the military. I posit that within the institution of art, self-aware artists may present visual representations of resistance and transformation. Acknowledging art as signifying text, the X-Men situate signs differently in an effort to accomplish a social and intersubjective raising-of-awareness. Additionally, this new identity and its associated positive performance have the potential to undermine certain stereotypical perceptions harboured by the broader society as a result of problematic behaviour associated with men. / Art History, Visual Arts and Musicology / M.V.A. Aesthetics Apartheid Auto-ethnography Baby Boomer generation Being Dasein Deconstruction Ethnography Existentialism Feminism Generation X Ideology Intersubjectivity Intertextuality Langue Lichtung Masculinities Militarisation Parole Performance ethnography Performativity Phallic Phallogocentrism Phenomenology Reflexive Whiteness 700.452110968 Emmanuel, Paul, 1969- -- Influence Boshoff, Willem, 1951- -- Influence Pienaar, Peet -- Influence Van Heerden, Peter -- Influence Gender identity in art -- Case studies Masculinity in art -- Case studies

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