published_or_final_version / Psychology / Doctoral / Doctor of Philosophy

Thesis (M.Com.(Human Resource Management))--University of Pretoria, 2003. / Summary in English and Afrikaans. Includes bibliographical references.

The main purpose of this study was to evaluate the motivational levels of employees at CompSol, a contemporary South African organisation. Research for the study included a literature study of both the content and process theories of motivation in order to identify those factors that are important to consider when evaluating the levels of employee motivation. An empirical study was conducted after the appropriate measuring instrument was developed. The purpose of the measuring instrument was to identify the rank importance of these identified factors of motivation and to evaluate the levels of employee motivation by measuring the extent to which these factors are provided for in the organisation. A sample was selected from the target population, via cluster sampling, from the largest functional department within the organisation, namely the Claims processing department. The group’s dominant locus of control was also measured through the use of an appropriate measuring instrument. The major findings indicated that some of the factors of motivation were provided for to a great extent, while others had serious shortcomings. The findings were grouped into the different job title categories of the respondents in order to compare the overall responses of the groups, aimed at identifying trends, commonalities and differences. Findings also indicated that the majority of the participants have an external locus of control. The researcher suggested certain recommendations for those areas where findings indicated shortcomings, in an attempt to increase the overall levels of motivation within this specific functional department in the organisation.

劉瑤. / "2011年9月". / "2011 nian 9 yue". / Thesis (M.Phil.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 61-63). / Abstract in Chinese and English. / Liu Yao. / 論文摘要 --- p.1 / Abstract --- p.2 / Chapter 第一章 --- 引言 --- p.3 / Chapter 第二章 --- S 公司和H公司的激勵現狀 --- p.20 / Chapter 第三章 --- S公司和H公司激勵機制帶來的後果 --- p.37 / Chapter 第四章 --- S 公司和H公司激勵機制的成因 --- p.49 / Chapter 第五章 --- 結語 --- p.56 / 參考文獻 --- p.61 / 附錄 / Chapter 表1. --- S 公司和H公司訪問人員名單 --- p.16 / Chapter 圖2.1.1 --- S公司的組織架構圖 --- p.21 / Chapter 圖2.1.2 --- H公司的組織架構圖 --- p.22

Thesis (M. Soc. Sc.)--University of Hong Kong, 1985.

published_or_final_version / Public Administration / Master / Master of Social Sciences

Thesis (M.Soc.Sc.)--University of Hong Kong, 1985. / Also available in print.

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

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