Thesis (M. Phil.)--University of Hong Kong, 2001. / Includes bibliographical references (leaves 160-170).

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

published_or_final_version / Housing Management / Master / Master of Housing Management

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There is a huge skills shortage in South Africa which impacts negatively on its worldwide competitiveness. Since the advent of democracy, the South African government has been faced with the challenge of addressing one of the major legacies of apartheid; namely, the dire skills shortage affecting the majority of the citizens of this country. This legacy of apartheid has a direct correlation with the economic performance of the country. Various intervention strategies to remedy this socioeconomic situation were explored, resulting in the birth of various Skills Development Acts, which will have far-reaching consequences for all sectors of the South African economy. Skills transfer is at the centre of all these Acts. The impact of training on the ‘bottom-line’ has always been the concern for most business organisations, not only in South Africa, but the world over. However, the focus for most of these business organisations, in terms of strategic human resource development, has arguably, focused mainly on middle management and top management. The most fundamental and underlying hypothesis of this study therefore, is to highlight the difference in production brought by lower-level management of these business organisations as a consequence of training opportunities offered to them. The actual implementation of production targets occurs at this level of management. Thus, it is the researcher’s contention that focuses and endeavours to improve productivity through strategic human resource development, need to consider lower-level employees as a critical part of this strategic mission. The empirical objectives of this thesis were firstly, to validate the four questionnaires used in this study namely, the Motivation/Job Satisfaction Questionnaire (JDI); the Organisational Climate Questionnaire (LSOCQ); the Effectiveness of Training Questionnaire and the Self-rated Performance Questionnaire for employees in selected organisations in South Africa. Secondly, it was to determine the reliability of the above mentioned constructs. Thirdly, the aim was to determine differences between employee motivation and job satisfaction and organisational climate levels of various demographic groups. Fourthly, it was to assess the relationship between the three variables namely, motivation and job satisfaction, organisational climate and effectiveness of training; and lastly, to determine whether effectiveness of training can predict employee motivation and job satisfaction and perception of organisational climate. A pre-post longitudinal study, following a form of quasi-experimental research comparable pre-test post-test one group design (Cooper & Schindler, 2000:405; Shaughnessy & Zechmeister, 1997), with a random sample of (N = 604 pre-; and N = 526 post-) of lower level employees in five selected companies across sectors in South Africa was used. All the questionnaires, that is those previously validated namely, the Job Description Index Questionnaire (JDI); Litwin and Stringer’s (1968) Organisational Climate Questionnaire (LSOCQ); Self-rated Performance (SELFPERF); and the one constructed and validated namely, the Effectiveness of Training Questionnaire (EFFTRA) were based on Kirkpatrick’s (1976) framework for the evaluation of a training programme and a demographic questionnaire which were administered. Descriptive statistics were used to describe the measuring instruments in terms of frequency distribution tables and summary statistics namely the mean and standard deviation. Cronbach’s alpha coefficients were used to describe the reliability of the measuring instruments. Exploratory factor analysis with a Varimax rotation was used to determine the validity of the constructs of motivation/job satisfaction, organisational climate and effectiveness of training and Cronbach coefficient alpha was used to establish the reliability of the same constructs. Hypothesis testing was conducted to look for significant differences between constructs across both pre and post sample groups. Pearson correlation coefficients were used to determine the relationship between the measuring instruments. Regression analyses were used to develop possible significant models in line with the objectives of the study. The results revealed that all constructs used were both valid and reliable, supported by both the literature research and the empirical findings of this study. For example this study provided a significant contribution in that it developed a valid and reliable measuring instrument in the form of the effectiveness of a training questionnaire. In addition, significant differences within constructs (namely, motivation/job satisfaction and organisational climate) across both pre and post groups were identified specifically in regard to certain demographics namely different organisations, gender, age, home language and race. Also significant differences were found between the levels of both motivation/job satisfaction and organisational climate constructs of employees in terms of skilled/semi-skilled groups and qualification levels in particular. It is also worth noting that, one of the study’s most significant findings revealed that those employees that received more training are more motivated and have an increased perception about their organisational climate than those who received less or no training at all. Therefore, the two core variables of this research (namely, motivation/job satisfaction and organisational climate) are both influenced by skilled/semi-skilled groups as well as the amount of training received. Finally, the results also revealed significant relationships between the constructs of motivation/job satisfaction, organisational climate and effectiveness of training. A few interesting regression models were also developed. The first and second models respectively showed that effectiveness of training was strongly influenced by motivation/job satisfaction and in the case of the second model by organizational climate. A third model also revealed that motivation/job satisfaction could be well modelled by the independent variables of self performance, organizational climate and effectiveness of training and a forth showed that organizational climate could be well modelled from the independent variables of self performance, motivation/job satisfaction and effectiveness of training. In conclusion, the significance and limitations of the research are discussed, followed by recommendations for organisations and for future research. / Thesis (Ph.D.)-University of KwaZulu-Natal, Westville, 2009.

Staff motivation in a contact centre environment was analysed from the perspective of Herzberg's Motivation- Hygiene theory in the present study using survey data from seven contact centres in the Kwa-Zulu Natal region. The study investigates the relationship between intrinsic and extrinsic motivation factors and the extent of the existence of equity factors in the and the relationship between intrinsic and extrinsic motivation factors with equity factors in the South African environment, specifically favouritism, discrimination and consistency. The findings confirm that contact centre agents need to be highly skilled and adequately supported by management in order to fulfil the significant role that they play in an organisation. The support required goes further than technical skill and training but moves into the emotional well being of the agent. The emphasis shifts from the agent providing a service to the customers and the organisation and moves from the organisation providing its agents with the recognition and incentives to motivate them to strive for their very best at their jobs. / Thesis (MBA)-University of Natal, 2003.

New and latest technologies have traditionally been the overwhelming competitors in the workplace. With the economy .shrinking and foreign investment and confidence in the market waning, companies not meeting their expected profit and with cheap labour crossing the borders, or goods being able to be secured cheaper, jobs are not totally secure. At the same time people change their careers at least once in their lifetime: an everlasting career does not exist any longer. Some people peak in their careers, some stay satisfied, while others reach an impasse or a career "doldrum". The subject for my study is the state referred to as "plateauing", and rightfully the perception of plateauing, which is clearly misunderstood. The dissertation sets the tone for the topic by introducing concepts such as the career, familiarity with career maturity, career success, career anchors and other relevant methodology. In understanding the sources of career behaviour, it is important to establish what factors shape our values, thoughts and choices. It is these factors surrounded with environmental constrains that lead to the outcomes for individuals both successes and failures. Over the years, certain consistent trends in the audit of attitudes and perceptions have emerged. Sociological studies in essence have shown whites tended to be more positive than blacks; men tended to be more positive than women; and higher job grades tended to be more positive than lower job grades. If that was not enough, then came government legislation in terms of Employment Equity, which added to the problems associated with plateauing, intended to correct the imbalances from the past. Addressing historical problems of job preservation for whites, and organisations that were dominated by white men. Adding to this myriad of developments, many argue this is "reverse racism" as Indians, Coloureds and white women suffer the bitter end of affirmative action policies not properly implemented. This again today exacerbates to the problem of the "glass ceiling syndrome", job dissatisfaction and low morale. This dissertation gathers insight to the concept of the career as traditionally known and its developments. The theory of Herzberg is discussed which is important to the research as it shows intrinsic and extrinsic motivating factors that determine the individual's motivation to work and to perform. Super's (Career Pattern Study, 1990,Columbia University) life stages theory is compared to stages in one's career. The parallel between the two stages shows how a career is a very real and integrated part of a person's life. This discussion gives the reader more insight into the subject matter. From hereon, the thesis introduces the topic of plateauing and the definition that embodies what plateauing entails. The thesis goes on to advise what causes plateauing. To exemplify this state even further, the life cycle theories of plateauing and succession are discussed. This cycle is broken down into four types of employees and details how organisations should deal with these four types of individuals at various career stages. The discussion is important to show a distinction between individuals and hence their motivation levels at various stages of their life cycles. For example, "deadwood or stars" have different motivation levels and aspirations and must be considered differently, bearing this in mind. The dissertation goes on to substantiate the methodology used in order to confirm the hypothesis tested. The surveys are discussed in detail, their contents and results are analysed in the interpretation section. / Thesis (MBA)-University of Natal, 2003.

Organisations are constantly evolving and the importance of their human capital is regularly brought to the fore. More and more companies are investigating issues such as organisational climate and job satisfaction in an effort to find ways to retain staff and increase productivity. However, this issue is not just limited to the private sector. The public sector is also feeling the effects of low job satisfaction among employees. One of the major contributing factors to employee happiness is the organisational climate and the manner in which this is perceived by staff. While research has been conducted in the private sector there is limited research available on organisational climate in the public sector. The aim of this study was to assess the organisational climate in a Government Department and to discover if there is a link between organisational climate and employee job satisfaction. The objectives were to identify the perceived nature of the organisational climate in a Government Department, to identify the level of job satisfaction of employees in the Department, to compare the employees’ perceptions of the organisational climate to that of the managers and to identify those factors of organisational climate which impacted most on employee job satisfaction. A questionnaire was developed using QuestionPro and was distributed to employees of the Department. Seventy employees responded. Overall it was found that there was a negative perception of the organisational climate in the Department. In terms of job satisfaction, the majority of employees indicated that they were dissatisfied. However, it was found that managers were more satisfied with the organisational climate than the junior staff. Overall it was found that there is a relationship between organisational climate and employee job satisfaction. A number of recommendations were developed such as team-building exercises and recognition by managers of performance by staff, involve staff in decision making, issues need to be resolved timeously, and performance assessment needs to become less intimidating to deal with some of the issues identified. This study was limited in that it only considered one department in KwaZulu-Natal. Therefore, the results cannot be generalised to the public sector across South Africa. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.

As organisations grapple with change in an ever changing business environment at the centre of all are employees. More often than not the process is viewed in one dimension and that is, how best will the organisation implement the change process. Very little focus is given on the impact that changes have on the ability of employees to cope with the change and continue to deliver excellent quality of work and stay focused. Today’s business leaders are expected to go beyond managing the change process but to ensure that employees understand the need for the change. The case study evaluates how BPSA employees’ motivation and performance was impacted by changes in their organisation. The study also examines the impact of a clearly defined need for change, well defined change objectives and excellently communicated vision in motivating employees and leading to superior performance. Primary data was gathered by means of a structure quantitative questionnaire. A sample of 64 employees participated and responded to the questionnaire, the respondents were from diverse departments within BP Southern Africa. The study only focused on all the employees that were affected by the change process. Statistical analysis involved both descriptive and inferential statistics (correlation). Findings indicated that there was a negligible positive and insignificant relationship between motivation and organisational change. And there’s no correlation between performance and organisational change. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.

This research on Sappi Kraft (Pty) Ltd, focuses on the Health and Safety Programme that is in implementation. The programme is expected to entrench the Health and Safety Culture by encouraging acceptable Behaviour Based Safety, continuous staff Training, encouraging interactive communication and housekeeping to be adopted by all employees. The documented study is based on the participation of the staff and management influence to ensure organisation behavioural changes to Safety are challenged. To verify the impact of the analysis, a questionnaire was distributed to the shop floor staff. Interview sessions were conducted on Sappi Management members. Analytical tools such as SPSS and Excel spreadsheet were used to demonstrate the research trends. The analysis findings are detailed in Chapter 5. The study considers the Health and Safety of employees as crucial. In this instance, the secondary recorded statistical data serve as a trigger to further research to the cause of increasing Lost Time Injuries and a proportional increase in serious injuries sustained. This record became a trigger for Sappi Management to implement initiatives to reduce the number of serious injuries being sustained. Such initiatives are implemented to avoid high loss control, continual losses of life and Safety Disasters. The disasters that occurred at Foskor, formerly known as Indian Ocean Fertilizers and Chrome Chemicals in Merebank, are still fresh in industrial news. Sappi Kraft management's commitment to the programme emphasizes the cultural change and acknowledgement of the conditions under which it operates, for the manufacturing of different paper grades. Management takes Safety objectives seriously with the understanding that attributes such as improved health; safety and production performance would be sustained. It must be noted that previous strategies and measures have been implemented to improve safety. The major challenges for Sappi Kraft to the recent strategy are to improve safety through staff participation in continuous risk assessment training, behaviour based safety and interactive communication. The research study period is limited to report on the full objectives to be fulfilled, but the progress towards success is documented. / Thesis (MBA)-University of KwaZulu-Natal, 2006.