This study deals with the employee perception on the effectiveness of the performance management and performance appraisal system fairness at the National Security Agency, Department of Training. Organisational factors such as (appraisal knowledge), were used as a guide for assessing effectiveness of the system and its fairness. The quantitative approach/method was used to gain and understand employee perceptions on the system based on their personal experiences of the organisation's performance management system. The research chosen was Quantitative, which is the most appropriate approach to the study. The survey used self-administered e-mailed and hand delivered questionnaires to gather data from the respondents. The questionnaires had a brief overview of the research methodology, to give a reader a clear picture of the processes and procedure that were followed. The data was analysed quantitatively by using SPSS system. The overall findings show that many employees perceive the system not effective and not fair. / Thesis (MBA) North-West University, Mafikeng Campus, 2014

This diploma thesis deals with the perception of AutoCont company in the Czech labor market. The aim is to identify strengths and weaknesses from the perspective of job applicants and current employees and help attract more potential workers, ensuring greater satisfaction of existing ones and thereby achieve greater efficiency in the process of filling vacancies in the company. Reaching this goal will bring the necessary knowledge and information for HR department and top management of the company as well.

D. Tech. (Business, Department of Human Resource Management, Faculty of Management Sciences): Vaal University of Technology / Small and medium enterprises (SMEs) are the stronghold of economies and societies worldwide. In Zimbabwe, as in any other country, there is a realisation that SMEs are innovative, flexible and require low startup capital. There is an increased interest in pursuing SMEs as a poverty reduction strategy and as a roadmap to higher living standards. SMEs in Zimbabwe are divided into two sectors, namely the service and the manufacturing sector. SME manufacturers encompass almost every facet of the local economy, such as food processing, toiletry production, the garment, leather and rubber industry, metal fabrication, furniture manufacturing, construction and art. Most research that has been done on the influence of employee perception of equity (EPE), organisational citizenship behaviour (OCB) on organisational commitment (OC) and turnover intention (ITS) has been on large organisations and little attention has been paid to SMEs. Studies on employee perception of equity and organisational citizenship behaviour has not filtered down to SMEs in developing countries. The primary objective of the study is to investigate the influence of OCB, EPE and OC on ITS in Zimbabwe’s SME sector. It also sought to ascertain the kind of relationships between OCB and OC, EPE with OC, OCB with ITS, EPE with ITS and finally OC with ITS. This study sought to determine whether there are any group differences with regard to SMEs employees perceptions on OCB, EPE, OC and ITS according to gender, age and industry type. A quantitative research method was used. Structured questionnaires were distributed to SMEs in five major cities. The data were collected from SME employees. The findings of this study show that there is a significantly positive influence of OCB on OC in the Zimbabwean SMEs. There is a significant strong positive influence of EPE on OC. There is also significant positive relationship between employees’ OCBs and their OC in Zimbabwe’s SME sector. There is a strong positive significant relationship of EPE with ITS and there is a strong positive relationship between employees OCBs and employees’ ITS in Zimbabwean SMEs. Finally, the results reveal that gender, marital status and industry type of the respondent influence OCBs, EPE, OC and their ITS in the Zimbabwean SMEs. Given that today’s business environments for SMEs are characterised by high levels of competition, lack of finance and uncertainty, it is recommended that SME managers should adopt good and proper management styles so that they can make good decisions. Scanning the environment is also necessary for competitive advantage not only for SMEs but also for large firms.

This study explored employees' perceptions of organisational change as a stressor within a public sector work place undergoing significant change. A number of major stress-producing factors in that environment were examined and data collected of employees' perceptions of the nature of stress, changes in health status and data gathered of stress-related compensation claims. Data was also collected of employees' perceptions of effective strategies for coping with change from an individual and organisational perspective. The research design was a case study with embedded units of analysis incorporating elements of quantitative analysis. The method was chosen to flesh out the limited choices offered by many standard questionnaires. A case study approach and various categories of stress-related factors were selected measures to evaluate the perceived effects of work place change on stress levels. The eight females and three males, aged 27�50 were each interviewed for an hour for their perceptions of stress and reports of stress related illness, relationship changes and other reported changes�diet, sleep, heart disease, asthma, anxiety and headaches. Workplace changes to the Division were analysed, Departmental claims officers were interviewed and Comcare data analysed. Results show participants appeared to feel or experience "stress" in a way which they distinguished as different from feelings or experiences which were nonstressful states and they appeared able to separate these states and ascribe to each particular qualities. They also seemed able to identify that the stressful state occurred in response to some form of demands. Some subjects (36%) reported developing strategies for managing their stress. The majority of subjects (82%) believed work place change was inevitable and a number of subjects (45%) reported they believed implementation of change to be poorly managed, while some subjects (36%) perceived change impacting negatively on the work place. On the basis of the results, it would appear that a human resource management framework may enable more successful implementation of change in public sector organisations.

The focus of this study was to investigate the perception of employees on environmental performance within a corporate company. In this instance Absa Bank Limited was the organisation under investigation referring directly to the banks impact on the environment. A literature study was conducted to establish an awareness of all related terms and subjects to environmental performance. Further a specific focus on Absa Bank Limited?s environmental impact and the policies and procedures set out by this organisation was researched and discussed. An empirical study was conducted by means of a self completion questionnaire administered by a random sample of employees working for Absa Bank Limited. Quantitative research that was conducted by means of questionnaires were distributed through the Absa Bank Limited Group to 200 employees in the Gauteng and North West Province and distributed through different departments and management levels. 52 usable questionnaires were gathered out of the abovementioned areas. Cronbach Alpha coefficient values were used to determine the internal consistency amongst items in the research instrument. The research instrument used in this study to assess perception of employees on the environmental performance within Absa Bank Limited had acceptable reliability, since not one of the constructs had a lower Cronbach Alpha coefficient than 0.7. The correlation between the demographical variables and the seven constructs were examined by independent t–tests and effect sizes. The demographical factors used were the gender classification of respondents, number of years employed by Absa Bank Limited and the management level of the respondents. In all instances the effect sizes were too small to be of any practical significance since none of the effect sizes had a large effect (d–value = 0.8). Recommendations and practical ways in which environmental performance could be enhanced and maintained in Absa Bank Limited were discussed. It was also reccomended that systems and procedures should be revisited and adapted to ensure adherence to the requirements of environmental performance. The report concluded by addressing the achievement of all the objectives, and by recommending possible future research that could be undertaken based on this study. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The focus of this study was to investigate the perception of employees on environmental performance within a corporate company. In this instance Absa Bank Limited was the organisation under investigation referring directly to the banks impact on the environment. A literature study was conducted to establish an awareness of all related terms and subjects to environmental performance. Further a specific focus on Absa Bank Limited?s environmental impact and the policies and procedures set out by this organisation was researched and discussed. An empirical study was conducted by means of a self completion questionnaire administered by a random sample of employees working for Absa Bank Limited. Quantitative research that was conducted by means of questionnaires were distributed through the Absa Bank Limited Group to 200 employees in the Gauteng and North West Province and distributed through different departments and management levels. 52 usable questionnaires were gathered out of the abovementioned areas. Cronbach Alpha coefficient values were used to determine the internal consistency amongst items in the research instrument. The research instrument used in this study to assess perception of employees on the environmental performance within Absa Bank Limited had acceptable reliability, since not one of the constructs had a lower Cronbach Alpha coefficient than 0.7. The correlation between the demographical variables and the seven constructs were examined by independent t–tests and effect sizes. The demographical factors used were the gender classification of respondents, number of years employed by Absa Bank Limited and the management level of the respondents. In all instances the effect sizes were too small to be of any practical significance since none of the effect sizes had a large effect (d–value = 0.8). Recommendations and practical ways in which environmental performance could be enhanced and maintained in Absa Bank Limited were discussed. It was also reccomended that systems and procedures should be revisited and adapted to ensure adherence to the requirements of environmental performance. The report concluded by addressing the achievement of all the objectives, and by recommending possible future research that could be undertaken based on this study. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Abstract: Background: Cultural diversity within a workplace is increasingly becoming important as more organisations are embracing it within the global workforce. Some of its effect have been linked to performance outcomes according to past reviews and as a result, there are more suggestions on the need to study how various organisations manage their cultural diversity. Universities as an organisation has also blended in the internationalisation practice through human resources and diverse employees to form a part of the economic globalisation. Purpose: The purpose if this paper is to examine how cultural diversity is managed in a Swedish university, Jönköping International Business School (JIBS). Also, further investigation is on the employee’s perception of how the practices and policies of cultural diversity is being delivered by the management at the university. Method: An exploratory research is conducted for this paper and the empirical findings is gathered through a qualitative research. The primary research is retrieved by semi-constructed interviews. The human resource department and teachers from different backgrounds and countries were interviewed to find out how the teachers perception of cultural diversity management at their workplace based on how the practices and policies were delivered to them. Findings: Based on the interviews it was found that the cultural diversity management as a topic is well understood by both the management and the employees. However, the study revealed that the employees do not perceive it in the same manner it was being delivered to them by the management. The issues and practices connected to managing cultural diversity is not entirely provided by the management within the work environment. It essential that the management provide for more effectively communicated structure.

Masters of Science / The role corporate social responsibility (CSR) plays amongst employees is underrated within the pharmaceutical industry, which focuses predominantly on external stakeholders and financial gain. The impact of CSR on these internal stakeholders is thus important in an industry that relies on its employees to deliver on medicine development and accessibility. Aim This study aimed to identify employee perceptions of CSR within the pharmaceutical industry. Method An online quantitative questionnaire was shared via email amongst 80 employees of amultinational pharmaceutical company’s group corporate office. Questions were based on CSR activity influencing employee motivation, impacting employee productivity, and the extent to which CSR allowed for value alignment. Results The 91.7% response rate proved results were credible. Results indicated that 78.8% of employees believed CSR strategies created motivation amongst them, with 57.6% of employees stating CSR motivated them be more productive. Open-ended questions reiterated this, further proving that employees felt inclusive CSR strategies led to a positive impact on productivity. Moreover, 96.9% of employees viewed CSR as an opportunity to align company and employee values, yet only 63.6% thought the pharmaceutical company committed to achieving this. Discussion and Conclusion The findings therefore allow pharmaceutical companies to reanalyse their business models and improve business strategies to consider employee perspectives when implementing CSR. As motivation, productivity and value alignment increases, the workforce within the pharmaceutical industry is positively influenced. The study thus concluded that CSR is a powerful force in bringing about progressive change within the pharmaceutical industry.

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