Performance appraisal ratings provide the basis for numerous employment decisions, including retention, promotion, and salary increases. Thus, understanding the factors affecting the accuracy of these ratings is important to organizations and employees. Leniency, one rater error, is a tendency to assign higher ratings in appraisal than is warranted by actual performance. The proposed study examined how personality factors Agreeableness and Conscientiousness relate to rater leniency. The ability of narrower facets of personality to account for more variance in rater leniency than will the broad factors was also examined. The study used undergraduates' (n = 226) evaluations of instructor performance to test the study's hypotheses. In addition to personality variables, students' social desirability tendency and attitudes toward instructor were predicted to be related to rater leniency. Partial support for the study's hypotheses were found. The Agreeableness factor and three of the corresponding facets (Trust, Altruism and Tender-Mindedness) were positively related to rater leniency as predicted. The hypotheses that the Conscientiousness factor and three of the corresponding facets (Order, Dutifulness, and Deliberation) would be negatively related to rater leniency were not supported. In the current sample the single narrow facet Altruism accounted for more variance in rater leniency than the broad Agreeableness factor. While social desirability did not account for a significant amount of variance in rater leniency, attitude toward instructor was found to have a significant positive relationship accounting for the largest amount of variance in rater leniency.

The two problems which motivate this research concern the role of managerial accounting information in performance evaluation. The first problem is that the processing of accounting information by individual managers may deviate from a normative (Bayesian) pattern. Second, managers' use of accounting information in performance appraisal may contribute to conflict between superiors and subordinates. In this research, I applied the contrast-inertia model (C-IM) and attribution theory (AT) to predict how accounting information affects managers' beliefs about the causes for observed performance. The C-IM describes how new evidence is incorporated into opinions. Application of the C-IM leads to the prediction that information order may influence managers' opinions. Attribution theory is concerned with how people use information to assign causality, especially for success or failure. Together, the C-IM and AT imply that causal beliefs of superiors and subordinates diverge when they assimilate accounting information. Three experiments were performed with manufacturing managers as subjects. Most of the subjects were middle-level production managers from Texas manufacturing plants. The subjects used accounting information in revising their beliefs about causes for performance problems. In the experiments, the manipulated factors were the order of information, subject role (superior or subordinate), and the position of different types of information. The experimental results were analyzed by repeated measures analyses of variance, in which the dependent variable was an opinion or the change in an opinion over a series of evidence items. The experimental results indicate that the order of mixed positive and negative information affects beliefs in performance evaluation. For mixed evidence, there was significant divergence of opinions between superiors and subordinates. The results provide little evidence that superior and subordinate roles bias the belief updating process. The experiments show that belief revision in performance evaluation deviates from the normative standard, and that the use of accounting information may cause divergence of opinions between superiors and subordinates.

Thesis (M. Dev.) -- University of Limpopo, 2018 / Thank you to the Most High God for giving me strength, courage, wisdom and understanding to pursue my dream. Compiling this mini-dissertation would not have become a success if it was not for the support I received from my family and close friends. I would like to extend my sincere gratitude to the following persons who contributed immensely to the undertaking of this study from its beginning to its completion:  My Supervisor, Dr. K.S. Milondzo and my Co-Supervisor, Professor. M.X Lethoko for their constructive criticism, patience, expert advice and motivation and for being the sound board of my ideas throughout the process. For the professionalism that they portrayed throughout our interaction.  To Professor C.S. Mkhabela for his academic advice, moral support and fruitful discussions we had in our engagement.  My parents Pauline and Ben Nyoni, for their undivided support, patience, and acceptance.  My son, Tshepo Litswele for his unwavering love and support  My brothers and sisters, for their support, tolerance and acceptance at times I may have inconvenienced them.  To the participants for willingness to participate in the study.  To my employer Department of Education for allowing me to pursue my studies.  To the Department of Public works, Roads and Transport for granting me permission to conduct my research within their department.  To Ms MM Ngobeni for her professional editing. iv ABSTRACT Recent changes in the public sector which also included the Department of Public Works, Roads and Transport have placed new pressure on managers to change their ways of managing Performance Management and Development Systems in its implementation. The above challenge necessitated the researcher to investigate the effective implementation of Performance Management System in the Department of Public Works, Roads and Transport in Ehlanzeni District Municipality. The study is concerned with the development of effective implementation of Performance Management System on employees and production in the Department of Public Works, Roads and Transport. This study used the context of the Department of Public Works, Roads and Transport as its spring board in engaging the subject of performance management system. With all changes that are involved towards the implementation of performance management system, there is a need to review the way performance management system should be implemented, hence this study. In this study, a mixed research design approach was used in the investigation of the effective implementation of performance management system in the Department of Public Works, Roads and Transport. Questionnaires and semi-structured interviews were employed to collect data from the target population. The main findings of the study, confirmed that there are challenges associated with the implementation of performance management system in the Department of Public Works, Roads and Transport. Apart from these challenges, the study also revealed the factors that contribute towards the implementation of performance management system in the area of the study. Furthermore, the study also led to the suggestions and recommendations that may assist Ehlanzeni District Municipality to accelerate effective implementation of performance management system in the department.

Thesis (M.A. (Human Resource Management))-- University of Limpopo, 2009. / While the current trend among a number of organisations is to integrate performance appraisal with performance management systems or even ‘replace’ it with performance management systems, it is still extremely highly utilized process. The probable reason for this is that the major use of performance appraisal is as a management tool whereby the quality of personnel decisions can be enhanced when an effective system is in place. Ideally the use of a formal process, focused on objective, job orientated criteria, will empower management to make meaningful decisions which will not only be to the benefit of individual workers but will contribute to the overall effectiveness and efficiency of the organisation. Some other objectives apart from fact that it is used as management tool are to determine the administrative and development as well as that of the organization. There are therefore, two fundamental parties involved in appraisal, being the appraisee and the appraiser and it is inevitable that the approach to, or the perception of the subject should be different in some, or many ways. Aspects such as ethics, fairness, motivation, accuracy, validity, rating errors, effectiveness and feedback, should therefore be examined in more detail in order to determine where specific problem areas may lie between males and females. Serious perceptual differences concerning the process will surely create obstacles and eventually lead to an inefficient system. The aim of the study was to determine the extent to which differing perception play a role in the acceptance or rejection of the system with regard to males and females in terms of the aspects mentioned above. The diagnostic instrument used in this study was adapted from those of Mount (1983) (named the Leadership Analysis Questionnaire) and Le Roux (1989) to IV include aspects which are more in line with features of the performance appraisal system unique to the participating organisation. The results indicated statistically significant differences in perception between males and females in terms of fairness, motivation, and feedback. It is recommended that future research should be directed at the underlying reasons for perceptual differences between supervisors and subordinates, regarding the factors mention above, with the aim of improving communication and relationships.

Thesis (M.Dev.) --University of Limpopo, 2011 / The overall aim of the study was to investigate the factors contributing to RAL’s performance on roads infrastructure delivery in Limpopo Province for the first ten years since its inception. The study also sought to assess RAL’s steadiness, looking at its current practices and processes versus key external and internal developmental challenges facing the construction industry, in particular the civil engineering profession. Descriptive explorative research design using an instrumental case study was used in this research project to achieve the aim of the study. The population comprised all the people and companies involved with the RAL projects in Limpopo Province, including RAL staff, CIBD active registered Civil Engineering Contracting and consulting firms. Unstructured telephonic interviews and a structured questionnaire assisted the researcher to understand factors contributing to RAL’s performance in roads. The study revealed several strengths and weaknesses contributing to RAL’s performance, which concerned the agency‘s nature and composition, level of implementation of its strategies, policies and plans. A clear and implementable quality assurance system must be developed to mitigate all risks associated with project management processes and procedures. Strategies should also be identified on how the agency’s performance will progress despite the economic instability and political interferences. Proper strategic planning has thus far proved to be prudent in identifying risks and ways to mitigate them. According to the study RAL, an organisation of its own type specialising in roads infrastructure, its nature and size, its vast experience and knowledge of construction and project organisation and Project managers’ experience, competence and commitment to finishing the project with time ,cost and budget, have emerged as key ingredients assisting it in becoming an organisation with its proven record. The study also demonstrated RAL’s strength in terms of its communication, control and dedication in managing projects. However too many tenders are issued within a short space of time which makes contractors unable to adequately respond to them. RAL has demonstrated that it is negatively affected by an unstable economic environment. As a result construction materials are always aligned to inflation. To that end RAL should constantly monitor market conditions to synchronize its activities to 5 rightfully position themselves as these are external factors that are unavoidable, but require a hands-on approach

Thesis (MPA.) -- University of Limpopo, 2010 / The purpose of this study was to evaluate the implementation of Performance Management System in the Ba-Phalaborwa Municipality. The need for this study was considered relevant and necessary as municipalities today have become focus points for service delivery as per their constitutional obligations. Central to the constitutional mandate, amongst other things, the Municipal Systems Act 32 of 2000 requires municipalities to establish a Performance Management System that will play a pivotal role in promoting a culture of Performance Management. It is through Performance Management that priorities, objectives and targets set, as contained in the Integrated Development Plan, are implemented and measured. In this study, the researcher evaluates the capacity of the management of the Ba-Phalaborwa Municipality to implement Performance Management System, the compliance of the Performance Management System with legislation and the perceptions of labour unions in the implementation of the Performance Management System. The study further provides an analysis of the state of the Performance Management System in the Ba-Phalaborwa Municipality. It discloses several issues that require immediate attention by management in order to make Performance Management fully compliant and functional. Amongst other things, the study reveals that there is minimal employee involvement in the planning of Performance Management, lack of training opportunities to address identified weaknesses, non-payment of performance bonus to good performing employees and majority of employees not knowing their performance targets as reflected in the Service Delivery and Budget Implementation Plan. The study concludes by providing recommendations to management of the Ba-Phalaborwa municipality on how to enhance good Performance Management. Some of the recommendations proposed are payment of performance bonus to good performing employees, consultations with all employees on the implementation of the system, cascading of the Performance Management to all lower levels employees, to cite just but few examples. The correct implementation of Performance Management System will serve as a means to enhance organizational efficiency, effectiveness and accountability in the use of resources in accelerating access to good quality services and a better life for all.

Thesis (LLM. (Labour Law)) --University of Limpopo, 2012 / The issue of promotion in the workplace has become a subject of discussion these days. As this issue is sensitive and important to both employers and employees it will always bring about conflicting interacts and rights between the two parties. Promotion of employees in the workplace helps the employers to fill up vacant posts and at the same time helps some employees to move up the ladder or get promoted and thereby improving their livelihood or living conditions. In the process of doing this, some employees who did not succeed will feel disappointed and challenge the employer’s decision in the bargaining councils or Commission for Conciliation Mediation and Arbitration (CCMA) and even in courts. This dissertation has been extensively researched and supplemented accordingly by incorporating the latest case law in promotional disputes in the shop floor in court or arbitration proceedings. Both employers and employees will find the information contained in this comprehensive and reliable work an indispensible guide to a complex and yet interesting area of law. This work deals with promotion in the workplace in general and the manner in which employers should handle them in order to avoid unnecessary promotion disputes which are often protracted and costly and on how these disputes should be dealt with successfully once they arise.

Thesis (MPA.) -- University of Limpopo, 2014 / The study seeks to determine whether the introduction of Performance Management System (PMS) in Mbombela Local Municipality (MLM), Mpumalanga Province has effects on service delivery. Municipalities tend to focus mainly on complying with legislative requirements of having an Integrated Development Plan (IDP) and PMS other than implementing the IDP and PMS to enhance the delivery of services to the community. The annual performance reports of MLM for the financial year 2009/2010 and 2010/2011 indicates performance targets in which some were achieved while in some cases the municipality failed to achieve. The Department of Cooperative Governance and Traditional Affairs (CoGTA) introduced the Performance Management Framework in municipalities with the aim of empowering communities to demand better services and hold municipalities accountable. In this regard a literature review was undertaken. In the literature review, it became evident that communities have displeasure in the delivery of services such as electricity, water, sanitation and roads. Further findings in the study indicate that the introduction PMS in MLM has not led to positive change in the delivery of services. Recommendations made in the study for MLM to enhance service delivery through PMS, include cascading PMS to all employees in MLM, change management and communication strategy. Further issues of alignment and integration of the IDP processes, budget, PMS, monitoring, evaluation and training on the formulation of Key Performance Areas and Key Performance Indicators are recommended.

Thesis (MPH.) --University of Limpopo, 2012 / The purpose of the research was to explore the factors that affect the performance of nurses in the Makhuduthamaga Sub-district. The Research Design was quantitative descriptive. The population consisted of all categories of nurses working in the eighteen clinics of the Makhuduthamaga Sub-district that render a 24-hour service, seven days a week. The Stratified Random sampling technique was used to obtain the sample. Data were collected by means of designed performance instrument questionnaires. The study revealed that nurses were dissatisfied with their work, something that had a tremendous influence on their performance.

Thesis (M.Dev.) --University of Limpopo, 2006