Thesis (M. Hous. M.)--University of Hong Kong, 2007.

Thesis (Ph. D.)--Washington State University, December 2007. / Includes bibliographical references (p. 128-143).

Magister Commercii - MCom / The purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationshipwith employees organisational citizenship behaviour in a brick manufacturing industry. / South Africa

As human resources become part of strategic management in many organisations, employees are said to play a crucial role in helping their organisations fulfil their goals. It is a fact that organisations are now relying heavily on the competence of their human resources to gain a competitive edge over their competitors. It is therefore important that organisations should have employees that are committed and motivated in order to be able to compete. This study seeks to improve organisational commitment of the employees in the maintenance section of the selected telecommunications company, by investigating whether variables such as appreciative leadership, organisational citizenship behaviour, psychological empowerment (as measured by perceived control, perceived competence and goal internalisation), job satisfaction and employee rewards are significantly or not significantly related to the organisational commitment of the employees in the selected company. A sample, consisting of 120 employees, including technicians, supervisors and managers, was selected. The study achieved a response rate of about 52% (51.7) after 120 questionnaires were distributed. The empirical results of the study showed that only psychological empowerment (as measured by goal internalisation) and job satisfaction were significantly related to organisational commitment of the employees of the selected company. The implementation of the recommendations of this study should contribute to increased organisational commitment in the selected company.

Yes / Purpose This paper aims to explore the drivers of employee motivation to facilitate value co-creation. Specifically, it enhances the understanding of social and contextual elements that contribute towards the co-creation of value. Design/methodology/approach Embracing an interpretive paradigm, the study draws on 57 in-depth interviews together with participant observation field notes. The data were analysed using thematic analysis. Findings The findings identify six key drivers that motivate employees to facilitate value co-creation: rewards and recognition, opportunities for life-long learning, interpersonal engagement, role responsibility and accountability, organisational vision and social purpose. Research limitations/implications This study is undertaken within a traditional organisation setting. Other organisational contexts such as working from home should also be considered. Second, this study focused on the individual relational orientations of employees. Also, there is an opportunity to explore the collective orientation of employees. Originality/value Drawing on service-dominant logic (S-D logic) as a theoretical lens, this study adopts and adapts Lindenberg and Steg’s (2013) goal-framing theory to conceptualise six drivers of employee motivation to facilitate value co-creation within three-goal frames that leads to in-role and extra-role job performance.

Motivated employees contribute to the wellbeing of the employee as well as the success of the company. Each and every person is motivated differently and at a different level. One of the biggest challenges for an organisation is to find out how it can motivate employees to ensure job satisfaction and improve employee efficiency and productivity. The objective of this study is to determine how employees of a retirement fund company in Centurion, Gauteng believe they are motivated and how the company is performing in meeting the expectation for motivation of the employees. A comprehensive literature study was done to investigate the theories on motivation. A structured questionnaire was compiled based on the factors of motivation identified in the literature study by the author in collaboration with the Statistical Consultation Service of the North-West University, Potchefstroom Campus. Data was captured by the researcher and analysed with the assistance of the Statistical Consultation Services. Based on the results of the data analysis, it is recommended that managers focus on areas identified as important motivators by the employees to improve overall motivation in the workplace. The results also improve the understanding of the managers as to how their employees want to be motivated and how they are currently performing to those expectations. / MBA, North-West University, Potchefstroom Campus, 2015

The main objective is to discuss whether the rewards/incentives schemes provided to the employees to improve and enhance performance within the Department. The discussions will be done on employee satisfaction on the rewards/incentives schemes offered in the Department. The study will cover both the theoretical and practical approach to the topic of Incentives/ rewards that can improve performance of employee and service delivery to communities. Qualitative and quantitative methods were used to collect data for this study. The samples were selected from employees of the Department of Health and Social Development, North West Province. A questionnaire consisting of three parts has been used in the survey. / Thesis (MBA) North-West University, Mafikeng Campus, 2010

Motivated employees contribute to the wellbeing of the employee as well as the success of the company. Each and every person is motivated differently and at a different level. One of the biggest challenges for an organisation is to find out how it can motivate employees to ensure job satisfaction and improve employee efficiency and productivity. The objective of this study is to determine how employees of a retirement fund company in Centurion, Gauteng believe they are motivated and how the company is performing in meeting the expectation for motivation of the employees. A comprehensive literature study was done to investigate the theories on motivation. A structured questionnaire was compiled based on the factors of motivation identified in the literature study by the author in collaboration with the Statistical Consultation Service of the North-West University, Potchefstroom Campus. Data was captured by the researcher and analysed with the assistance of the Statistical Consultation Services. Based on the results of the data analysis, it is recommended that managers focus on areas identified as important motivators by the employees to improve overall motivation in the workplace. The results also improve the understanding of the managers as to how their employees want to be motivated and how they are currently performing to those expectations. / MBA, North-West University, Potchefstroom Campus, 2015

In this study intelligence is perceived as a primary variable in explaining the needs, motivations and behaviour of individuals in society in general, and in the organisation specifically. A distinction is made between IQ, which is perceived as a rational intelligence that has its roots in Newtonian physics, EQ, which is perceived as an adaptive and emotional intelligence that enables an individual to adapt to changing circumstances, and SQ, which is perceived as a spiritual intelligence that enables an individual to recontextualise a situation towards a meaningful and holistic experience. It is argued that changes and developments in society during the 20th and 21st centuries can be related to a growing awareness and understanding of intelligence in society from IQ to SQ. This argument is supported by various discussions regarding different time periods from the 20th century to the 21st century, and societal members¡¦ reactions to changes in the environment during these time periods. It is also maintained that changes in society impact significantly on the organisation since the employee is a member of both society and the organisation. As such, any changes in the needs, motivations and behaviour of societal members will also reflect in the organisation. Based on an in-depth literature review, and descriptive, explanatory and exploratory descriptions in this study, it is maintained from the results obtained in Chapter 4 regarding the SQ-needs and motivations of the new employee that organisational management need to recognise the spiritual-related intelligence behind the changing needs and motivations of the new employee as meaning-seeking individual. This is especially important as a means of merging the SQ-needs and behaviour of employees, thus limiting the occurrence of anomie, conflict and workplace resistance in the organisation. The argument of this study is that the manner in which most organisational and managerial practices, communication, and employees, are approached in the modern organisation, is unable to provide meaning or purpose. It is argued that it is not through the process of control, prediction or mere adaptation to a changing environment, but through an emergence into a ¡¥new reality¡¦ that meaning is established. This emergence into a new reality requires a spiritual intelligent leadership approach through which the SQ-needs and motivations of the new employee can be addressed. Most important is that organisations need to provide a channel for employees through which they can express newly acquired values, needs and motivations, such as a well-defined and well-developed communication system. Zohar (1997) argues that the most effective means of recognising and implementing SQ in the organisation would be through the process of communication. A point of departure in meeting the needs and motivations of the new employee would therefore be through the process of spiritual intelligent communication in which the sender (manager or leader) recognises the meaning-seeking needs and motivations of the receiver (employee) to such an extent that they can both negotiate a shared meaning regarding organisational practices due to a new understanding between them. The aim of this study is therefore to investigate such a communication model by exploring the need for a spiritual intelligent transactional model of organisational communication. Based on the new-found knowledge gained with regards to the application of SQ in the organisational context, this study has identified the following potential topics for future research: ,,X Empirical research could be conducted to test the viability of the proposed spiritual intelligent transactional model of organisational communication. ,,X SQ as a primary and determinant variable in organisational behaviour, employee or managerial development, and organisational success, can be researched. ,,X Further research studies can be conducted to determine the SQ-related needs of employees in large and small organisations. Studies like these could contribute significantly to methods and means of addressing the growing problems of anomie, poor management and communication practices, conflict, and resistance in the modern organisation. / Communication Science / D. Litt. et Phil.(Communication)

Fourteen years after the demise of apartheid and embrace of democracy, South Africa as a nation is still undergoing its transformation politically, socially and economically. This environmental churning has high impact on employee perceptions within the workplace, which subsequently affects retention rates. Among the challenges facing people managers in this environment is employee motivation. However, to thoroughly understand what motivates today’s diverse employee base, one needs to look further than the current landscape into historical backgrounds, to build up character models for different demographics. The study aimed to identify associations between employee motivation and employee demographics (gender, age, race and organisational level) in the South African banking industry by also taking into account South African history to understand these associations and to translate the insights gained into effective leadership. A survey questionnaire, based on ten motivation factors, was adapted from similar studies pioneered by Kovach in 1946, who conducted subsequent studies in 1987 and 1995. The questionnaire for this study was forwarded via email to South African banking employees requesting them to provide demographic data and complete a short questionnaire with two countercheck questions per motivation factor. The collected data was then analysed to identify any associations by highlighting differences in means of the responses to the motivation factors between employee demographic categories. The means were also used to rank the ten motivation factors for each demographic category. It was concluded that there were associations, particularly between generations and the motivation factors, while gender showed the least association. On the other hand, similarities were also identified. Deserving of particular mention are similarities indicative of the Ubuntu concept of African culture across all demographic categories. Recommendations for retention strategies were provided based on these conclusions.