The skills shortages in mining and mineral sector had existed for a decade and had a widespread effect on South Africa economy. It affects the level of economic productivity and reduces the country’s capacity to develop a knowledge society. This, in turn, affects the country’s functioning in the global economy. Despite the sector’s best efforts, the shortages continue to grow and threaten the delivery of projects and growth plans. Some researchers contend with the view that the persistence of skills shortages in mining and mineral sector is largely due to entrenched attitudes among both the industry and the community. They claim that employers have the means to change the educational profile of the subsectors by appointing recruits with higher levels of schooling. However, owing to the limited number of higher educated people living in the communities surrounding the mining operations and lack of interest in mining of people with higher levels of education, to name but few, employers are perceived to have a habit of employing people with little skills. The current study was aimed at investigating the impact of skills shortage on organisational performance, propensity to leave, competitive advantage and sustainability, from the management perceptive. The main objective of this study was to incorporate and embed previous research findings and theories into a comprehensive hypothetical model. A hypothetical model showed various factors that may influence skills shortage. Four independent variables (working environment, employment conditions, resources and education and training) were identified as variables that may influence skills shortage; and mediating variable (skills shortage) was also identified as a variable that have potential to affect dependent variables (organisational performance, propensity to leave, competitive advantage and sustainability) of gold mining sector. Furthermore, eight hypotheses were developed to test the relationship between independent, mediating and dependent variables. All these variables were clearly defined and operationalized with various items obtained from measuring instruments used in other similar studies. A purposive sample of 343 respondents was drawn from the population. A seven-point Likert scale and structured questionnaire were administered in person to the respondents and of which 300 were usable and subjected further to several statistical analyses. The validity and reliability of the measuring instrument was evaluated using significant effect p< = 0.001 and Pearson’s correlation test (α = 0.05). Data gathered were fed to and analysed by STATISTICA (version 10) and factor analysis and regression analyses were the statistical procedures used to test the significance of the relationships between the various independent and dependent variables. Consequently, working environment, resources and education and training were three independent variables that were identified as having ability to predict propensity to leave, competitive advantage and sustainability. An attempt was made to establish whether various demographic variables have an influence on mediating and dependent variables through the introduction of gender and position in the organisation while conducting an Analysis of Variance and Multiple linear regressions, but they obtained negative values. The conclusion is that demographic variables do not have over mediating and depended variables. The findings of this study states that with conducive working environment, availability of resources, the high levels of education and training, the country could produce skills that would reduce propensity to leave, drive competitive advantage and sustainability, innovation and entrepreneurship, create competitive advantages and boost employment sustainability.

If manufacturing organisations are to improve their competitive positions in the global arena and increase profitability, their operations strategies need to be focused on: reducing cost, improving quality, increasing efficiency, improving the speed of delivery, developing and improving process flexibility, and ensuring that higher service levels are achieved and maintained. One of the critical success factors in implementing these strategies, within manufacturing organisations, is the relationship that exists between the maintenance and production functions. There is sufficient evidence to suggest that in many manufacturing organisations, the relationship that exists between these two functions is usually one of conflict, which if left unmanaged or unresolved has the potential to severely hamper effectiveness, productivity, creativity, and profitability of the organisation. The overall purpose of this research was to identify the interventions that manufacturing organisations can pursue, to effectively manage and resolve the conflict between the production and maintenance functions, in order to improve their competitive position in the global economy. The study was conducted in one particular manufacturing organisation in Port Elizabeth in the Eastern Cape. A research questionnaire was used as a means for collecting empirical data. The research questionnaire included various instruments used by previous conflict researchers, to identify and analyse the following dimensions of conflict within the organisation: conflict management styles used, the types of conflict perceived, and the amount of conflict perceived. The questionnaire was also designed to identify the sources of conflict, collect demographic information, identify issues relating to diversity, and indicate the respondents’ preferences to various organisational reporting structures. The results of the survey revealed key findings, which enabled the researcher to draw meaningful conclusions, and make recommendations as to how organisations can effectively manage and resolve the conflict that exists between maintenance and production functions.

M.Ed. / It is of outmost importance that technical officers in Telkom are effective technological problem solvers. All prospective technical officers in Telkom are subjected to a selection process before starting with technical officer's training. The selecting process consists of two stages, namely: (1) the Senior Aptitude Test (SAT), and (2) the Introduction to the A-course. The problem statement of this study is: No scientific investigation is done on the effect of the Introduction to the A-course on the technological problem-solving style of prospective technical officers. The aim of this study is to determine the effect of the Introduction to A-course on the technological problem-solving style of prospective technical officers, when measured with the PSI-TECH inventory. The PSI-TECH inventory (technological problem-solving in-ventory) is used as a pre-test and a post-test to measure the technological problem-solving styles of 119 prospective technical officers in Telkom. The Introduction to the A-course (independent variable) serves as the treatment. In the process of measuring technological problem-solving style, differentiation occurs between effective and ineffective technological problem solvers. The PSI-TECH inventory performed very well in terms of reliability and validity in this study. Two conclusions were drawn from this case study, namely: (1) the Introduction to the A-course does not contribute towards the technological problem-solving styles of prospective technical officers and, (2) the PSI-TECH inventory can serve as a discriminator to determine who are effective and ineffective technological problem-solvers.

Summary in English. / Bibliography: pages 35-36.

Thesis (MPhil)--University of Stellenbosch, 2002. / ENGLISH ABSTRACT: Recent literature on values suggests that advanced, industrial societies are displaying a marked shift away from traditional values that stress material prosperity, physical and economic security towards values that are more expressive of individual freedom, autonomy and growth. According to Inglehart, forces of modernisation and globalisation have initiated a number of systemic level changes, that have ushered in processes of objective and subjective individualisation, dramatically altering the nature and structure of human value orientations and societal norms. Work values, as expressions of general life values in the work context, are no exception to this process. In the new world of work, intrinsic work values that stress personal growth, development and self-determination should gradually replace extrinsic work values such as good pay, job security and status. An understanding of the nature, direction and distribution of such value change could prove invaluable to the organizational practitioner and policy maker, since work values playa pivotal role in shaping organisational structure, process and policy. According to Inglehart, a number of developing countries are displaying similar shifts towards individualised values. Although classified as a middle-income, developing economy, South Africa has undergone a number of prolific economic, political and cultural changes over the last decade that would undoubtedly have altered the nature, direction and distribution of work values in the country. It is in the light of these political, economic and cultural developments that the current study embarked on an analysis of the nature, direction and distribution of work value change in South Africa between 1990 and 2001. The analysis was informed by the proposition that the work values of South Africans citizens should reflect a shift in the direction of individualised work values between 1990 and 2001. South Africans have, however, been exposed to and socialized within vastly different social, economic and political environments. The study has therefore taken cognisance of the fact that work value change in South Africa should reflect the stark cleavages and differences that exist within the population, and attempted to plot the differences in the nature and direction of work values between the various social categories defined by race, gender, educational and occupational level. The secondary analysis of survey data from the South African components of the 1990, 1995 and 2001 World Values Survey was performed in order to fulfil the objectives of the study. Work values of South African citizens were measured in terms of four dimensions, namely work centrality; work values relating to the distribution of power in the organization; work values relating to work preferences; and work values relating to authority systems in the workplace. Use was made of simple uni-variate and bi-variate analysis, as well as the comparison of means where appropriate. The results of the analysis suggest that work values relating to work centrality and the distribution of power in the organisation have become increasingly individualised. Work values relating to work preferences and authority have, however, displayed a trend in opposition to individualisation. Comparisons of work value change across the various sub-groups of the population reflect the changing economic, social and political landscape of South Africa. The data suggests that as various sub-groups of the population are exposed to the systemic level changes characteristic of the new South Africa, traditional value differences informed by race, gender, educational and occupational level will be gradually transformed and replaced by new value patterns untainted by the inequalities of the apartheid era. The analysis concludes by examining a number of explanations for the value changes described, and attempts to infer implications for the formulation and implementation of workplace policy and practice in South Africa. The high and increasing levels of unemployment and the increasing participation of women and previously excluded racial groupings into the South African labour market have increased perceptions of job insecurity in South Africa and have resulted in an expanding number of South Africans placing increased emphasis on traditional work preferences and systems of authority. Should this trend persist, the development of individualised work values will continue to be hindered, rendering the South African business environment less competitive and increasingly fraught with high levels of distrust and uncertainty. We suggest, therefore, that human resource practitioners and policy makers embark on the challenging task of reframing individual perceptions surrounding the meaning of work in South Africa, so as to better prepare South Africans for the challenges brought about by the new world of work / AFRIKAANSE OPSOMMING: Onlangse literatuur oor waardes dui daarop dat vooruitstrewende industriële gemeenskappe 'n merkbare verskuiwing toon weg van tradisionele waardes wat materialistiese welvaart, tasbare en ekonomiese sekuriteit beklemtoon, na waardes wat groter klem lê op individuele vryheid, outonomie en ontwikkeling. Volgens Inglehart het kragte van modernisering en globalisering 'n aantal sistemiese veranderinge teweeg gebring wat op hul beurt prossesse van objektiewe en subjektiewe individualisasie ingelei het en wat aanleiding gegee het tot 'n dramatiese verandering in die aard en struktuur van menslike waarde-orientasies en gemeenskapsnorme. Werkwaardes as uitdrukking van algemene lewenswaardes in die werkkonteks is nie 'n uitsondering in die proses nie. In die nuwe wêreld van werk behoort intrinsieke waardes wat persoonlike groei, ontwikkeling en selfbeskikking beklemtoon, geleidelik ekstrinsieke waardes soos goeie besoldiging, werksekuriteit en status te vervang. 'n Begrip van die aard, rigting en verspreiding van sodanige waarde-verandering kan van onskatbare waarde wees vir die organisatoriese praktisyn en beleidmaker aangesien werkswaardes 'n sentrale rol speel in die vorming van organisatoriese struktuur, prosesse en beleid. Volgens Inglehart vertoon 'n aantalontwikkelende lande 'n soortgelyke verskuiwing na geïndividualiseerde waardes. Alhoewel Suid-Afrika as 'n middel inkomste ontwikkelende ekonomie geklassifiseer word, het dit die afgelope dekade 'n verskeidenheid van ekonomiese, politieke en kulturele veranderinge ondergaan wat ongetwyfeld die aard, rigting en verspreiding van werkswaardes beïnvloed het. Met hierdie politieke, ekonomiese and kulturele ontwikkelinge as agtergrond, onderneem hierdie studie 'n analise van die aard, rigting en verspreiding van die verandering in werkswaardes in Suid-Afrika tussen 1990 en 2001. Die analise is in die veronderstelling dat die werkswaardes van die Suid-Afrikaanse gemeenskap 'n verskuiwing in die rigting van geïndividualiseerde werkswaardes sal weerspieël tussen 1990 en 2001. Suid-Afrikaners is egter blootgestel aan verskillende sosiale, ekonomiese en politieke omgewings. Die studie neem dus kennis van die feit dat werkswaarde-veranderinge in Suid- Afrika die skeiding en verskille wat voorgekom het in die bevolking sal weerspieël en poog om die verskille in die aard en rigting van werkswaardes te demonstreer tussen die verskillende kategorieë gedefinieer volgens ras, geslag, opvoedings- en beroepsvlak. Die sekondêre analise van opname data van die Suid Afrikaanse komponente van die 1990, 1995 en 2001 "World Values Survey" is ontleed ten einde uitvoering te gee aan die doelstellings van die studie. Werkwaardes van Suid-Afrikaners is gemeet aan die hand van vier dimensies, nl. werksentraliteit; werkswaardes wat verband hou met die verspreiding van mag in die organisasie; werkswaardes wat verband hou met werksvoorkeure, en werkswaardes wat gerig is op gesagstelsels in die werkplek. Gebruik is gemaak van enkelvariansie en dubbelvariansie analise asook die vergelyking van middelpunt, waar van toepassing. Die resultate van die ondersoek dui daarop dat werkswaardes wat verband hou met werksentraliteit en die verspreiding van mag in die organisasie toenemend geïndividualiseerd geraak het. Werkswaardes verwant aan werksvoorkeure en gesag demonstreer egter 'n duidelike neiging in stryd met individualisasie. Vergelyking van werkswaarde-veranderinge oor die verskillende sub-groepe van die bevolking weerspieël die veranderende ekonomiese, sosiale en politieke landskap van Suid-Afrika. Die data dui aan dat soos verskillende sub-groepe van die bevolking blootgestel word aan die sistemiese-vlak veranderings eie aan die nuwe Suid-Afrika, tradisionele waarde-verskille as gevolg van ras, geslag, opvoeding- en beroepsvlak, geleidelik sal verander en vervang word deur nuwe waarde-oriëntasies onbevlek deur die ongelykhede van die apartheidsera. Die analise sluit af deur 'n aantal verduidelikings vir die waarde-veranderings te ondersoek en poog om implikasies af te lei vir die formulering en implementering vir werkplekbeleid en praktyk in Suid-Afrika. Die hoë en steeds toenemende vlakke van werkloosheid, die toenemende toetrede van vrouens en voorheen benadeelde rassegroeperings tot die Suid Afrikaanse arbeidsmark het die persepsie van lae werksekuriteit in Suid-Afrika verhoog en het tot gevolg dat 'n toenemende aantal Suid-Afrikaners groter klem plaas op tradisionele werksvoorkeure en sisteme van gesag. Sou die tendens voortduur, sal dit die ontwikkeling van geïndividualiseerde werkswaardes belemmer, wat tot gevolg sal hê dat die Suid-Afrikaanse besigheidsomgewing minder kompeterend sal wees, met toenemende vlakke van wantroue en onsekerheid. Ek stel dus voor dat menslike hulpbron praktisyns en beleidsmakers begin met die uitdagende taak om individuele persepsies te beïnvloed met betrekking tot die betekenis van werk in Suid-Afrika ten einde Suid-Afrikaners beter voor te berei vir die uitdagings daargestel deur die nuwe wêreld van werk.

Thesis (MA)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: In the domestic work sector, the employment relationship between employer and domestic worker has undergone various transitions over the years. The first transition saw the transformation of a characteristically abusive master-servant employment relationship into a madam-maid employment relationship. During this transition, domestic servants moved out of masters’ houses and opt for live-out and part-time working arrangements. However, this transformation did not improve domestic work much, as the employment relationship was maternalistic in nature. Various authors documented how the personal maternalistic employment was not only emotionally draining to both maid and madam, but also that maids were still prone to exploitation by madams, as domestic work was not regulated by law. This resulted in a second transition, where outsourced housecleaning service companies transformed this personal maternalistic employment relationship into a triangular employment relationship between manager, domestic employee (former domestic servant/maid/domestic worker) and client (former master/madam/employer). The triangular employment relationship creates distance between clients and domestic employees as domestic employees are under the authority and supervision of a third person (the manager/owner of housecleaning service company). In this study, these general trends are analysed with reference to the evolution of domestic work in South Africa. While there have been many studies focusing on domestic work, few studies have documented whether this transition has transformed domestic work ‘for better or worse’ with reference to the growth in housecleaning service companies in South Africa. This study attempts to fill this void by analysing managers’, domestic employees’ and clients’ perspectives of two housecleaning service companies in the Stellenbosch area. Throughout this study, every transition is discussed in terms of nature of employment, employment relationship, working conditions and benefits for both client and domestic employee. The final chapter tries to answer the question whether housecleaning service companies are ‘for better or worse’ on both micro and macro level and the need for future research in this field of academic endeavour is spelt out. / AFRIKAANSE OPSOMMING: Die diensverhouding tussen werkgewer en huishulp het verskeie veranderinge oor die jare ondergaan. Die eerste oorgang sien die transformasie van 'n kenmerkende beledigende meester-dienaar in ʼn Mevrou-bediende diensverhouding. Gedurende hierdie oorgang, het bediendes uit die huise van die meesters beweeg na ʼn leef-uit en deeltydse werk reëling. Hierdie transformasie het egter nie huishoudelike werk verbeter nie, omdat die diensverhouding maternalisties in aard is. Verskeie outeurs dokumenteer hoe die persoonlike maternalistiese indiensneming nie slegs emosioneel dreineerend vir beide die Mevrou en bediende is nie, maar ook dat bediendes uitgebuit is deur hul werkgewers, omdat huishoudelike werk nie deur die wet gereguleer is nie. Dit het gelei tot 'n tweede oorgang, waar uitgekontrakteerde huisskoonmaakdienste die persoonlike maternalistiese diensverhouding in ʼn driehoekige diensverhouding tussen die bestuurder, werknemer (voormalige dienaar/bediende) en die kliënt (voormalige Meester/Mevrou/werkgewer) verander. Die driehoekige werksverhouding skep afstand tussen kliënte en werknemers, omdat werknemers onder die gesag en toesig van 'n derde persoon (die bestuurder) is. In hierdie studie, word hierdie algemene tendense met betrekking tot die evolusie van betaalde huiswerk in Suid-Afrika geanaliseer. Alhoewel daar ʼn aantal hoeveelheid studies oor betaalde huiswerk gedoen is, fokus min studies of hierdie oorgang, huishoudelike werk "vir beter of slegter" verander het in terme van die groei in huisskoonmaakdienste in Suid-Afrika. Hierdie studie poog om hierdie leemte te vul deur die ontleding van bestuurders, huishoudelike werknemers en kliënte se perspektiewe van twee huisskoonmaakdienste in die Stellenboschomgewing te analiseer. Deurgaans in hierdie studie, word elke oorgang bespreek in terme van die aard van indiensneming, die diensverhouding, die werksomstandighede en voordele vir beide die kliënt en die werknemer. Die finale hoofstuk probeer die vraag antwoord of huisskoonmaakdienste huishoudelike werk "vir beter of slegter” verander het op beide die mikro en makro-vlak en die noodsaaklikheid vir toekomstige navorsing in hierdie veld van akademiese strewe word uitgespel.

No abstract available.

Thesis (M.B.A.: Business Studies Unit)-Durban University of Technology, 2008. xi, 96 leaves / The amalgamation of municipalities came into effect as a legislative requirement brought about a number of challenges for the local government. One such major challenge relates to the impact that these amalgamations will have on human resource practices of the various municipalities. Literature study reveals that during any merger or amalgamation, less attention is paid to the human element of a merger until the merger is almost complete. This lack of attention impacts negatively on the merger results. Like other municipalities, Ethekwini Municipality is a product of this legislative requirement. It was formed as a result of the amalgamation of different municipal entities that had different human resource practices. The problem facing eThekwini Municipality is the misalignment of human resources policies and their effect on the working environment. This study looks at the impact of this amalgamation on the human resources practices of the eThekwini Municipality. The sub-objectives of the study are: to ascertain employees’ perceptions of amalgamation; to determine whether employees believe that the human resources’ matters are handled in a manner that will bring about stability and equity in the workplace; and to establish whether different perceptions exist between employees of the former Durban Metro Central and those of the erstwhile entities. / M

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2018. / As the worldwide demand for quality higher education seems to be increasing, growing concern for the foreseeable future over the supply and talent retention of researchers and academics has become a major discussion amongst higher education institutions in South Africa Higher Education South Africa (HESA, 2014). Today almost half of South Africa’s population is under 25 years old and 30 percent are under 15 years old (World Bank, 2015:38). While the country is experiencing this demographic window of opportunity, the majority of academics are entering the retirement phase of their careers (HESA, 2014). Under such circumstances, these academic staff will need to be replaced with talented employees thus alerting scholars to investigate the issue. To reach target levels of education and skills development which will promote growth and development of the economy, it will be essential for the country to attract talented academic staff (Zuma, 2014). It is essential for South Africa to attract academic staff in order to enable government to reach target levels of education and skills development which will promote growth and development of the economy (Zuma, 2014). Retaining academic staff will further ensure that tertiary institutions accomplish their visions and missions and thereby becoming centres of excellence (Ng’ethe, Iravo and Namusonge, 2012). In a study by Currie (2006:119) it was found that the financial costs associated in losing experienced academic staff makes it necessary to retain them. Currently, there appears to be limited research studies on talent attraction and retention factors in higher learning institutions. Previous scholars that have attempted to research into talent management components in higher education (Theron, Barkhuizen and du Plesis, 2014) only focused on factors in academic turnover and retention factors while some scholars only researched on intention to quit factors amongst Generation Y academics in higher education (Robyn and du Preez, 2013). The talent management domain is not receiving enough attention and gaps in research seem to exist in the context of talent management system in higher learning institutions. The research focused on the emerging trends relating in the discipline of talent management specifically on talent attraction and retention which have become predominant topics in the higher education. The study provides comprehensive overview of challenges and obstacles that are found in the aspect of talent management within the higher education sector. It is against this background that the primary aim of the researcher was to introduce a framework model to attract and retain talented employees as the means to harness the issue of talent management in the higher education sector.

M. Tech. Busness Administration / Existing research suggests that the Public Sector Performance Management Systems are used to some extent, in support of strategic planning and other governance and managerial functions. However, there is still a gap on the effectiveness of the performance management system. In recent years, organisations have implemented performance management because it leads to better organisational results as reported in many articles and case studies. However, there is little solid empirical evidence of the actual effects performance management has on the quantitative results of the public sector. This study aims to describe the results of a study that explores the quantitative research on the effectiveness of performance management and development in the Department of Cooperative Governance by examining the actual practices in performance management and discuss the rationale for performance management as well as the political and organisational factors influencing this process within this Department.