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The management of the performance appraisal process in the Department of Home Affairs: the case of Tshwane areaPhathela, Jeremiah 11 1900 (has links)
The purpose of this study is to explore the manager-subordinate conflicts or disagreements in relation to performance appraisal in the Department of Home Affairs in Tshwane area. An understanding of the reasons for manager-subordinate conflicts pertaining to performance appraisal is essential in order to identify viable solutions for improving workplace relations and morale. In order to achieve the purpose of this study, a qualitative research design was adopted, whereby semi structured interviews were used to collect data. A sample of twenty five research participants was selected from five offices of the Department of Home Affairs in Tshwane area using a purposive sampling strategy. Qualitative content analysis was conducted to analyse data obtained through interviews and observations. The major findings of the study revealed that performance bonuses and biased ratings are the sources of conflicts or disagreements between managers and subordinates in relation to performance appraisals. Therefore, is recommended that the National Department of Home Affairs should expose both managers, supervisors and operational staff members to training and development to ensure an effective performance appraisal process. In addition, managers and supervisors should be equipped with necessary conflict management skills to resolve manager-subordinate conflict in the workplace. / Public Administration / M. Admin. (Public Administration)
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Implementation of performance management systems at the South African Social Security Agency (SASSA), Nelson Mandela Metro DistrictNabo, Vuyokazi January 2014 (has links)
The focus of the study is to investigate the factors that impact on effective implementation of a performance management system at the South African Social Security Agency (SASSA) in the Eastern Cape Region, Nelson Mandela Metro District. It is said that an organisational success in service delivery largely depends on the efficiency and effectiveness of its employees in undertaking their functions, duties and responsibilities (Ntombela, Mpehle and Penciliah, 2010: 63).
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Assessing the municipal performance management system on service delivery : the case of Lukhanji MunicipalityBam, Liseka Lindelwa January 2013 (has links)
The performance management system has been introduced in the South African public service with the intensions of monitoring, reviewing, assessing performance, developing underperformers and recognising and rewarding good performance. This study was undertaken as an attempt to assess whether the Lukhanji municipality performance management systems contribute to the improvement of service delivery and employee productivity. The literature review undertaken in this study, shows that there is a general poor understanding of performance management systems in Lukhanji municipality. The literature review further establishes that there are several challenges that hinder the effective implementation of a performance management system in the municipality. Other findings of the study include that there is a challenge in setting the unrealistic performance targets which are unrealisable by employees. These are the reasons why productivity levels are not always realised and targets not achieved by Lukhanji municipality. The main findings of the study are that, although performance management systems play a significant role in the improvement of service delivery, it has not contributed in the improvement of employee productivity of the Lukhanji municipality. The main recommendation on the basis of this finding is that there should be thorough and regular training of officials within the Lukhanji Municipality about the performance management system and how it influences productivity and service delivery. In conclusion, the Municipal Executive Mayoral Committee should demand verifiable evidence to justify a higher rating during quarterly assessments, and that punitive disciplinary measures be taken against those who do not comply with the provision of the performance management system framework, particularly failure to submit performance instruments.
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An investigation into the extent to which the district municipalities performance management systems impact upon local municipalities on service delivery : a case study of the Vhembe District Municipality.Lavhelani, Nyawasedza Phellecy 27 February 2013 (has links)
MPM / Department of Public and Development Administration
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Exploring the role of programme managers on employees performance at the Department of Social Development at Mopani District, Limpopo ProvinceShilaluke, Given January 2021 (has links)
Thesis (M. Dev. (Planning and Management)) -- University of Limpopo, 2021 / The current split between the Department of Health and Social Development had made a great impact on employees’ performance. The transition has resulted on previously shared resources to being divided. The division of resources made a great impact on employees’ performance at the Department of Social Development. The adjustment to the transition has been a difficult task towards employees in the department of Social Development.
Programme managers whose employees are reporting to, had to come up with management strategies to enhance performance. The research problem is a problem because nothing is known about what the senior management is doing in order to enhance performance at Mopani District. It seems that no study has been conducted to determine the challenges experienced by programme managers on employees’ performance.
The major objective of the study to determine the current programmes which are used by the Department to enhance performance in the area of study and to suggest strategies that can be used by the senior management to enhance performance at Mopani District. The nature of this study is qualitative. It is an exploratory study. Data was collected be through semi-structured interviews. The sampling of this study is non-probability sample. In non-probability sampling, the researcher selected purposive sampling. Data was analyzed in a narrative from.
Findings show that the programme managers are faced with several challenges in the organization. Programme managers do not have the necessary resources. Programmes offered by the programme managers are not enhancing employees’ performance due to inadequate equipments provided by the department. Current strategies used by the programme managers are no longer relevant, hence poor employees’ performance. The senior managers should be encouraged to develop relevant training programmes, minimize challenges and provide necessary resources that could be employed by the programme managers to enhance the performance of employees at the department of Social Development in Mopani district.
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The relationship between work performance and sense of coherenceMoerane, Elias Mochabo 30 November 2005 (has links)
This dissertation investigates the relationship between work performance and the sense of coherence, using the salutogenesis approach and the influence of employees' biographical variables on work performance.
The sense of coherence construct is discussed and conceptualised in terms of its comprehensibility, manageability and meaningfulness. Similarly, work performance is discussed and conceptualised in terms of its dimensions and dynamics. The integration of the literature study characteristics such as the cognitive, affective, conative and interpersonal characteristics were discussed.
The research was conducted among 80 employees at a banking institution. The quality of life questionnaire and performance appraisal ratings were used. The relationship between biographical variables such as age, marital status, gender, qualifications, tenure, functional department and work performance were investigated. The results confirmed the empirical investigation that there was not a significant relationship between work performance and SOC. However, a significant relationship was found between job category and work performance, and between age and work performance.
Finally, recommendations made for future research included using a bigger sample size in order to improve the generalisation of the findings to other organisational environments, and to further determine the relationship between other aspects of work performance (not just the KPAs) such as the human attributes of work performance and SOC. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)
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Die invloed van werknemerbemagtiging op skofwerkers se werknemerdoeltreffendheid en hul persepsies van die gehalte van hul werklewePieterse, Ferdinandus Lukas Johannes Bartholomeus, 1959- 11 1900 (has links)
Text in Afrikaans, abstract in Afrikaans and English / Die doel van hierdie navorsing was om te bepaal of betekenisvolle verskille bestaan tussen
werknemerdoeltreffendheid en persepsies van gehalte van werklewe van bemagtigde en niebemagtigde
skofwerkers in die Suid-Afrikaanse petrochemiese bedryf.
Skofwerknavorsing het gedurende die afgelope dekade internasionaal toegeneem. Hiermee
gepaardgaande het verskeie intervensies ontstaan om die doeltreffendheid van skofwerkers en hulle
gehalte van werklewe te bevorder. Deur gebruik te maak van 'n gekombineerde vraelys ("Standard
Shiftwork Index") en werklike data ten opsigte van afwesigheid en prestasiebeoordelings, is 'n
steekproef van 102 gevalle geanaliseer. 'n 90 persent betroubaarheidinterval is gebruik om waardes
ten opsigte van elke veranderlike te bepaal. Daar is bevind dat werknemerbemagtiging
weinig invloed het op skofwerkers se werkbywoning. Daar is ook gevind dat werknemerbemagtiging
nie lei tot 'n meer positiewe persepsie, by toesighouers, van skofwerkwerkers se algemene
werkprestasie nie. Daar is egter bevind dat skofwerkers se persepsies van hulle gehalte van
werklewe, ten opsigte van werkdissatisfaksie, chroniese vermoeidheid en tevredenheid met sosiale
omstandighede, wel positiefbelnvloed word deur werknemerbemagtiging.
Aanbevelings is gemaak ten opsigte van die aanwending van werknemerbemagtiging, as intervensie
in skofwerkomgewings, asook vir verdere skofwerknavorsing in Suid-Afrika. / The purpose of this research was to determine if significant differences exist between employee
effectiveness and perceptions of quality of working life of empowered and non-empowered
shiftworkers in the South-African petrochemical industry.
By using the Standard Shiftwork Index and real absenteeism and appraisal data, a sample of 102
cases was analysed. A 90 percent confidence interval was used to determine t-values for variables. It
was found that empowerment has little influence on the work attendance of shiftworkers and that
empowerment does not lead to more positive perceptions of general work performance of
shiftworkers, among their supervisors. It was, however, found that shiftworkers' perceptions of their
quality of working life are improved by empowerment in respect of work dissatisfaction, chronic
fatigue and satisfaction with social circumstances.
Suggestions were made concerning the use of empowerment, as an intervention, in shiftwork environments and for future shiftwork research in South-Africa. / Industrial & Organisational Psychology / M.Comm. (Bedryfsielkunde)
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Exploring factors influencing the attitude of staff towards performance management : the case of core network field operation section in Telkom-Eastern CapeMabona, Wonga Duke Mfundisi 10 1900 (has links)
This study explored factors that influence attitudes towards performance management among staff in the Core Network Field Operation (CNFO) of Telkom Eastern Cape. Performance management concerns achieving organisational goals efficiently and effectively.
An observation by a manger that the staff were not performing optimally and were displaying a negative attitude towards performance management, necessitated an objective investigation into the reasons for such attitudes and also to be derivative of a corrective solution.
This qualitative study was done in the form of a descriptive open ended survey involving geographically dispersed employees.
Factual evidence gathered from the result of the study supports the literature that people have different views of performance management. A direct consequence of the different views could be in the inconsistent application of performance management.
Solutions and possible corrective actions to improve employee participation and perception as sought by this study are contained in detail in the report / Business Management / M. Tech. (Business Administration)
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Performance management development system in Limpopo Region of the Correctional Services DepartmentNdou, Edzisani Daniel 22 January 2014 (has links)
The study focuses on an overview of the performance management and the development
system in the Department of Correctional Services with special focus on Limpopo
province, Mpumalanga province and Northwest province (which is referred to as
Limpopo region in this research). The main research question was "what does the current
performance management development system in the Department of Correctional
Services in the Limpopo region look like?"
The relevant literature was consulted and in order to gain a clear view and understanding
of performance management in general. The overview focuses on the general concept of
performance management so as to understand it, its origin, purpose, benefits, advantages
and disadvantages. The second part focuses on the performance management system in
the general Public Service. This was done in order to establish whether there is any
alignment between general performance management and what is being implemented in
the Public Service. It was established that there is no difference between the general
concept of performance management and what is being implemented in the Public
Service in general. The main focus is on the policy used in the Public Service. The last
part deals with the research question and focuses on the Department of Correctional
Services in particular in the previously demarcated region.
The Performance Management and Development System Policy was used to determine if
there is any alignment between the general performance management, performance
management in the Public Service and what is being implemented in the Department of
Correctional Services. The findings show that there is no difference between the
Performance Management and Development System being applied in the different areas.
Several minor challenges were picked up, based on the findings of the internal audit on
performance management, and relevant recommendations are provided. In general, based
on the findings and percentage of compliance, the research shows that the Performance
Management and Development System is being effectively implemented in the Limpopo
region of the Department of Correctional Services. / Public Administration & Management / M. Tech. (Public Administration and Management)
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Riglyne vir die implementering van werknemerhulpprogramme binne die Departement van Korrektiewe Dienste in die Wes-KaapJoseph, Donald E. 03 1900 (has links)
Thesis (M Social Work)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: The purpose of this study is to provide a theoretical and practical guidelines for the
implementation of employee assistance programmes at the Department of
Correctional Services in the Western Cape. An explorative research design was used.
The historical development of occupational social work international as well as the
historical development of occupational social work in the South African context was
discussed.
The nature and content of employee assistance programmes is also discussed.
Attention was given to employee assistance programmes within the organizational
context. The functions of the EAP practitioner as well as the current nature and
content employee assistance programmes within the Department of Correctional
Services is discussed. The roles, knowledge and skills of the occupational social
worker is also discussed.
An empirical investigation was undertaken in which SIX EAP practitioners
participated for the purpose of the study a questionnaire was designed. A structured
questionnaire as well as interviews was conducted in order to gather data. Certain
recommendations are made based upon the conclusions and findings. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie is om 'n teoretiese en praktiese riglyne daar te stel vir die
implementering van werknemershulpprogramme binne die Departement van
Korrektiewe Dienste in die Wes-Kaap. Daar is van 'n verkennende
navorsingsontwerp gebruik gemaak. In die studie is die ontwikkeling van bedryfs
maatskaplike werk internasionaal sowel as in Suid-Afrika bespreek.
Die aard en omvang van werknemershulpprogramme is bespreek. Daar is aandag
geskenk aan werknemershulpprogramme binne organisasie verband. Die funksies van
die werknemershulpprogram praktisyn sowel as die huidige aard van bedryfs
maatskaplike werk binne die Departement van Korrektiewe Dienste is bespreek. Die
rolle, kennis en vaardighede van die bedryfs maatskaplike werker is ook bespreek.
'n Empiriese ondersoek is gedoen waarvan ses werknemerhulpprogram praktisyns
deelgeneem het. Vir die doel van die empiriese ondersoek is 'n vraelys ontwerp.
Daar is gebruik gemaak van 'n gestruktureerde vraelys en onderhoude om data te
versamel. Aan die einde van die studie word daar sekere aanbevelings gemaak wat
gebaseer is op die gevolgtrekkings en die bevindings van die studie.
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