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A RESEARCH REPORT PRESENTED TO: THE UNIVERSITY OF THE WiTWATERSRAND BUSINESS SCHOOL. IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE MASTERS OF MANAGEMENT DEGREE IN HUMAN RESOURCES MANAGEMENT, UNIVERSITY OF THE WITWATERSRAND. / This study attempts to establish what bank treasury dealers are measured and rewarded on in general, and more specifically whether customer orientation factors are included as criteria of measurement and reward in the performance management process, Furthermore, this study attempts to establish the !evel of customer orientation in bank treasuries by utilising the Narver and Slater Marketing Orientation Scale (1990) and then makes a comparison between that level and the degree to which it is managed by the pertormance management process in terms of both recognition and reward. To achieve this, a study was undertaken in two commercial banks and one merchant bank with a sample size of 70. A trIangulated study was undertaken with the initial qualitative phase consisting of pilot interviews with three senior treasury managers, one from each bank, as well as an independent treasury consultant. Thereafter the quantitative study was undertaken utilising questionnaires distributed to each bank. The median, range and mean were utilised to determine whether or not customer orientation is included as a criteria of firstly, measurement and secondly reward in the performance management process. Thereafter, the ANOVA technique was used to determine the significance of the differences in the means. Sheffe's test of Multiple Palrwise Comparison of Means was then used to determine which means were different. The Spearman rank-order correlation was used to analyse the relationship between the level of customer orientation as per the Narver and Slater Market Orientation Scale (1990), against firstly what the respondents are measured on in their performance management process and secondly, what they are rewarded on. The findings generally indicate that some (but not all) of the customer orientation factors, are included in the performance rnanaqement process in South African bank treasuries to varying degrees. / Andrew Chakane 2019

University of Macau / Faculty of Business Administration / Department of Management and Marketing

Assessment Centres within the South African Workplace: Relationship between a Situational Judgement Test and Ability and Personality Measures.This research investigates the relationship of a specific situational judgement test, Scenarios, to that of ability and personality measures through a discriminant validation study. The Scenarios Test was developed in order to assess the construct of Managerial Judgement within the work context. Despite the fact that this instrument has demonstrated reliability and validity evidence, this has been primarily obtained within a European context. Therefore, this study will contribute towards the growing body of evidence supporting the psychometric integrity of the use of Scenarios within a South African context. Moreover, this research aims to determine whether or not a situational judgement test of Managerial Judgement provides information relating to constructs which are not sufficiently measured by ability tests and personality questionnaires. The results indicate that there is significant inter-correlation between the scales of Scenarios, but not between Scenarios and the other instruments used (cognitive ability tests and a trait personality measure). This may support the hypothesis that SJTs could measure a broader underlying construct, such as tacit knowledge, as well as the fact that they may provide unique information relating to candidates‟ potential job performance which is not provided by tests of ability and personality. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.

This study evaluates the implementation of a performance management system within a division of a company operating in the pulp and paper manufacturing industry. The research has been carried out in order to establish the perceived effectiveness of a performance management system as well as to identify areas where the system can be improved upon. An empirical study was carried out in the form of an e-mailed questionnaire to approximately 350 employees at Paterson grading level Upper C to Upper 0 across all mills, covering all aspects of the performance management system which included the process of establishing individual performance agreements, performance feedback as well as performance rewards. An analysis on the relationship between salary, salary increase percentage and performance positioning was also carried out. The survey data showed an overall positive level of satisfaction with the performance management system. A shortcoming, however, was found in the link between performance and pay, which very few of the employees surveyed were satisfied with. / Thesis (MBA)-University of Natal, Durban, 2003.

see file / Public Administration and Management / M. A. (Public Administration)

The purpose of this study was to determine whether there is a relationship between perceived emotional intelligence and job performance among inbound call centre leaders in the medical aid environment. The sample consisted of 268 participants (45 leaders and 223 raters) across different age and race groups. A convenience sample was used, since it was easier to focus on call centre leaders working in the same office. All of the participants completed the 360º Emotional Competency Profiler (ECP) in order to measure emotional intelligence whereas the job performance data were obtained from the management team and an average score of their performance over a one-year period was examined. The research results show that there was no statistically significant relationship between emotional intelligence and job performance among the call centre leaders. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology )

This study deals with the employee fairness perceptions of their performance management system in a South African organisation. The concept of justice, with particular reference to procedural, distributive and interactional justice, is used as a guide in assessing employee perceptions of fairness of the organisations’ performance management system. A qualitative approach was used to gain an in-depth understanding of employee perceptions of fairness based on their personal experiences of the organisation’s performance management system. Data was obtained through extensive semi structured interviews with 20 employees who had been with the organisation and participated in the performance management system for 5 or more years. All interviews were transcribed and assessed using a thematic analysis. The overall findings show that there are negative fairness perceptions of the performance management system as assessed according to the three organisational justice factors of procedural, distributive and interactional justice. / Industrial and Organisational Psychology) / M.A. (Industrial and Organisational Psychology)

In the current business climate, performance is increasingly determined by how flexibly and effectively companies can utilize their human resources and this in tum, is influenced by employee morale. Morale refers to a state of psychosomatic health marked by an energetic, decisive resolution to achieve a given goal. When morale is low, employees may do what is required but do not have the energy to 'go the extra mile'. The importance of maintaining high morale is thus evident. The following project involved a study of morale in Cadbury's Port Elizabeth plant. Cadbury management was concerned about low morale following a recent merger with Bromor Foods. They thus wanted to assess: the state of current morale; any factors that may be influencing it; indicators of low morale (so that it may be monitored in the future) and finally, ways of addressing any existing morale issues. In order to achieve these aims, the researcher conducted interviews with various people to explore morale issues from employees' perspectives. She then sought confirmation for these views at the organizational level through the use of a survey. Statistical and thematic analyses showed morale to be low for middle managers and revealed a variety of indicators and influencing factors, as well as suggestions for addressing them. Despite the need to boost the sample size with convenience sampling, and thus, reduced representivity, the research was successful in answering the research aims.

Thesis submitted in fulfilment of the requirements for the degree Magister Technologiae: Public Management in the Faculty of Business at the Cape Peninsula University of Technology 2013 / Service delivery is one of the key aspects of public and private organisations. It is therefore important for organisations to have a Performance Management System in place to monitor and evaluate the efficiency of its employees. A good Performance Management System sets a standard that determines whether an employee’s performance is of merit or has shortcomings. Furthermore it will aid the employee in being proficient in his\her work environment. This research project examined the effectiveness of the Performance Management System used within the Department of Economic Development and Tourism in the Western Cape, South Africa. Problems encountered by employees were identified by the researcher and recommendations were forwarded to the employees on how to improve the Department’s Performance Management System. The researcher undertook a quantitative research approach by administering a closed-ended questionnaire which was analysed by a registered statistician. The study found that most of the participants understood the Performance Management System used by the Department of Economic Development and Tourism. Furthermore the majority of participants understood their role within the Department and how they could meet the Department’s strategic objectives as set out in the Department’s annual performance plans..à h.