Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018. / This research focuses on the leadership styles that motivate subordinates to perform. Leadership is one of the most important keys that bring success, balance and direction in different organizations. Leaders who exploit efficiency begin by understanding leadership styles. The contingency leadership style derives its credibility from a behavioral approach. Leadership style is an important determinant that stimulates and increases motivation among employees. Employee reactions to management typically depend on employee characteristics as well as executive characteristics. Leadership style is a character or behavior that leaders adopt in order to influence their employees in the environments in which they exercise their power (Hersey et al, 2001: 52). There are different perspectives on how and what needs to be done by a leader to motivate subordinates to function well. Others suggest that transformational leadership is the answer, while some research results identify transactional leadership as the best style for tasks to be accomplished. On the other hand, leadership cannot be studied to the exclusion of follow-up, since followers play a role in the effectiveness of a leader. Projects are characterized by the use of teams to execute tasks, and teams are a complex structure requiring an understanding of their dynamics. This research seeks to establish generic leadership styles that can motivate teams to perform. It is estimated that 47% to 54% of projects are not completed on time, what style of leadership is needed to improve project performance?

Thesis (MPH.) -- University of Limpopo, 2016. / The South African government has introduced PMDS as a tool to monitor and manage the performances of departments, institutions, teams and individuals in order to improve service delivery, and to counteract the legacy of poor performance. In order for the government to achieve this goal, PMDS implementers must be equipped with adequate knowledge and skills which will enable them to implement the system correctly, in compliance with the standards and procedures laid down in the government PMDS policy. The aim of the study was to determine the knowledge and practices of PMDS of supervisors who are tasked with the responsibility to supervise their subordinates. Methods A cross sectional descriptive quantitative study was carried out in the Greater Tzaneen Primary Health Care facilities. A total of 117 participants comprising of professional nurses, operational managers and assistant managers completed the questionnaires. These comprised largely of close-ended questions and some open- ended questions. Analysis of data was done using statistical software, SPSS 22.0 version and results were interpreted. Results Generally all the respondents had average (65.8%) understanding of the PMDS processes including the purpose and their roles as supervisors. However, a gap exists between the theoretical knowledge and the actual ability to practise PMDS which was found to be around 52%. There are areas of weakness that still need attention: unavailability of PMDS guidelines, lack of training of both supervisors and employees. Lastly, the nature of challenges which the respondents reported regarding PMDS implementation signifies that there might be underlying problems with PMDS which were not covered by this study, and these challenges, by far outweigh their confident knowledge and ability to practise PMDS. v Conclusion To improve the knowledge and ability to supervise PMDS, the following recommendations were brought forth: proper induction of all PMDS supervisors and periodic in-service training, PMDS policy manuals as a source of reference to be made available in the facility and all supervisors to be orientated how to use them.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2017. / The primary objective of the current study was to conduct a survey on the job satisfaction of line managers in the City of Windhoek (CoW) Municipality. The identifying of such variables could empower the CoW Municipality to develop programmes and policies that are designed to improve their job satisfaction levels. The literature review confirmed the impact of motivation on the job satisfaction of employees, and, in turn, its impact on employee productivity, and, ultimately, on organisational performance. The level of job satisfaction experienced by an individual describes how content he or she is with his or her job. The purpose of this study was to measure the job satisfaction facets (supervision, relationship with co-workers, present pay notch, nature of work, and opportunities for promotion) among line managers in the CoW, and how such facets affected their overall job satisfaction. The non-probability sampling technique was adopted to collect data from 102 respondents from nine different departments by means of a structured questionnaire, resulting in a response rate of (N = 76), 75%. The study was, however, limited to the line managers in the CoW Municipality. Following on which the Cronbach’s alpha coefficient was used to determine the internal consistency or average correlation of items in the survey instrument. The Spearman’s rank correlation coefficient (Spearman’s rho) analysis was used to analyse the data with the aid of the Statistical Package for the Social Sciences (SPSS), version 16. In addition, the independent-samples t-test and the analysis of variance (ANOVA) were employed to empirically test the relationships between the employees’ job satisfaction and their gender and age. The findings showed a significant linear relationship between the existing levels of job satisfaction and job performance. Furthermore, the findings suggested that the employees were significantly satisfied with certain aspects of their jobs (the nature of the work, and their salary, supervision and co-workers), but not with the one aspect of their job (opportunity for promotion). They were, however, significantly satisfied with their jobs in general, with there being no significant difference between the male and female employees’ levels of job satisfaction. The analysis showed that promotion has a modest and positive effect on job satisfaction. The study concluded that the line managers were, in general, satisfied with their jobs. Thus, the results cannot be generalised to other departments and Local Authorities. The study needs to be replicated in other departments and Local Authorities, using the same method.

This research examines the introduction of e-performance assessment systems in governmental organizations in the United Arab Emirates. The research also examines the influence of cultural forces in accepting the implementation of technology systems that deal with assessment and evaluation of government employees to facilitate the transitional process from manual to e-performance assessment. The methodology used in this research can be described as follows: first a descriptive method to explain the main management theories underlying employee e-performance, followed by an illustration of the concept of electronic tools, based on what has been written in the relevant literature, then conducting a pilot study. A pilot study was made to reduce uncertainty in survey questions, increase clarity, enhance questionnaire validity, and expand on factors that might affect data analysis, improve research design, and confirm the feasibility of this research study. The conceptual model of this study is determined on the based of literature analysis, the pilot study, and the empirical collection of data. A model for a performance appraisal assessment system is proposed, which shows a statistical significance between performance management, e-performance management, performance assessment, e-performance assessment, and performance standards with both perceived usefulness and perceived ease of use. This study finds that there are numerous factors shapes ethics and norms at the workplace. This study suggests that the United Arab Emirates enjoys highly structured governmental organizations. This primarily results from the naturally inherited characteristics of being a high-context society. The major findings of this research aim to contribute to available literature, as there is currently a distinct shortage of relevant academic work targeting the issue of governmental e-performance systems. Similarly no papers concerning e-performance in a UAE context actually existed prior to this investigation. Therefore, much of the available literature was found to be only semi-relevant.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019. / Non-governmental organisations (NGOs) are perceived to be poorly performing partly due to their culture; the constructs of NGOs’ culture usually affect employees’ commitment and performance negatively, leading employees to leave the organisation. This discourages and demoralises employees’ mind sets to perform as expected which affects NGOs’ productivity, goals and competitiveness in a negative way. The study investigated employee perceptions in organisational culture constructs to selected NGOs in Cape Town in order to generate valuable information in understanding the role of organisational culture in the achievement of organisational objectives in NGOs. Mixed methods approach was used in this study as it allowed collecting of qualitative and quantitative data simultaneously and assessing different facets of complex outcomes in a richer way than one method alone. The study found that culture is set to boost employees’ and organisations’ performance, and that managers and owners in NGOs have knowledge of this. The study revealed that some criteria such as openness and the creativity view of the organisational culture are only considered positive to managers and owners of NGOs. This study found that managers and owners in NGOs believe the implemented organisational culture is very effective, positively affects and boosts employees’ performance. The employees, however, had a different perception; they feel excluded from the development of the organisational culture which in turn affects their commitment and performance in a negative manner. This study found that employees’ commitment towards organisational culture derives from the way it is designed and how it suits employees’ expectations. Aspects such as remuneration, a safe work environment and sustainability, were found to be important for employees’ performance and commitment. Therefore, it is evident that directing or developing NGOs’ organisational culture that focus on employees’ expectation such as remuneration and sustainable employees’ innovation and practice will receive more support from employees. Furthermore, the criteria are keen to improve the way employees perform and commit to the organisation. It was recommended that NGOs involve employees in the design or development of its organisational culture in order to have more information on employees regarding what to expect from them. Another major implication is that the issue of employee benefit or remuneration have to be addressed in order to maintain employees’ performance.

Thesis (Ph.D.) -- La Trobe University, 2004. / Research. "A thesis submitted in total fulfill ment of the requirements for the degree of Doctor of Philosophy [to the] School of Human Biosciences, Faculty of Health Sciences, La Trobe University, Victoria". Includes bibliographical references (p. 366-400). Also available via the World Wide Web.

The diploma thesis is prepared in cooperation with the company XY a.s. and it deals with the system of remuneration and employee evaluation. Through the analysis of the current situation and by means of a questionnaire, it assesses the state of the above mentioned areas within the company. Based on results of the research, recommendations regarding the system of remuneration and employee evaluation are suggested.

Thesis (MPA.) -- University of Limpopo, 2016 / The Performance Management System (PMS) was introduced in the public sector in order to maximise optimal performance of public institutions. The aim was to ensure that public institutions deliver services to the public effectively and efficiently. The Limpopo Department of Public Works has received bad audit opinions from the Auditor General for the financial years 2011/12 to 2013/14. The Department received the following audit opinions: a disclaimer audit opinion for the financial year 2011/12, a disclaimer audit opinion for the financial year 2012/13 and a qualified audit opinion for the financial year 2013/14. The study sought to investigate the manner in which PMS was being implemented in the Limpopo Department of Public Works. A literature review, undertaken in this study shows that there are challenges in implementing the PMS in the public sector, that there is inadequate general understanding of the PMS and that there is no adequate training provided. Data was collected through questionnaires and documentary sources of annual performance plans and annual reports for the financial years 2011/12, 2012/13 and 2013/14. The responses collected from the questionnaires mainly indicate that the PMS is not adequately understood in the Department. The annual performance plans and annual reports of the Limpopo Department of Public Works for the financial years 2011/12, 2012/13 and 2013/14 indicate that the Department did not achieve even 50% of its targets in the core directorates. Further findings in the study indicate that the implementation of the PMS has not impacted positively on the performance of the Department. Recommendations made in the study include providing training linked to the PMS to all employees. Other recommendations include the communication of the departmental targets to employees at all levels.

Thesis (MPAM.) -- University of Limpopo, 2021 / Training and development plays a critical role in ensuring that employees perform better in their daily duties and most of the organizations view training and development as a waste of time and resources. Training and development plays a key role in motivating and inspiring employees in an organization. The study is aimed at analyzing the effect of training and development on the performance of employees in the Limpopo Gambling Board. The study also aimed at investigating whether training and development can promote the performance of the employees in the board. The information was obtained using mainly a questionnaire survey which was circulated to employees in the board. A total of 33 completed questionnaires were received back from the respondents. Additionally, a face-to-face semi structured interview was conducted with the Manager: Human Resources in the board. Data collected was analysed using STATA. The results from the study show that there is no training and development policy in the board. The further reveals that the majority of the respondents at 76.92% are able to implement the knowledge gained during training in their daily duties. This is a clear indication that training and development has a positive effect on the performance on the employees in the board. The study also indicated that employees are not given equal opportunity to attend training and development programmes in the board and this is supported by the majority of respondents at 84.62% who tend to believe that employees are not provided with equal opportunity to attend training and development in the board. The majority of respondents and Manager Humana Resources highlighted budget constraints as the major problem with regard to training and development of employees in the board and therefore there is a need for the board to provide adequate funds to training and development of employees.

The current study demonstrates human resource strategies in hospitality industry (Hotel segment) and its impact on employee competencies and skills. The human resource management enhances employee performance and their credibility to maximize overall firm goals in hotel segment. Employees with level of attitude and behavior provide best services and performances. In this regard, service managers need to support and improve their employees’ skills and competencies related to the organization structure and strategy. Therefore, it is necessary for organization to have strong human resource management strategies to optimize the employees’ competencies and performance which drives higher organizational productivity. The research question of this thesis is how managers perceive that human resource management strategies influence on employees’ skill and competence in the hotel segment of Gothenburg? The data collection indicates that different human resource strategies executed to sustain employee roles and responsibilities. Various human resource strategies should implement to achieve valuable outcomes contributing to employees’ satisfaction and organization performance. Training practices, recruitment and selection, compensation and incentive practices, performance management and job design are essential human resource strategies which are identified in this research study. The thesis applies qualitative approach. Empirical data are collected through structured interviews. Moreover, the interactive model is used to analyze the collected empirical data.