<p>The purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationshipwith employees organisational citizenship behaviour in a brick manufacturing industry</p>

<p>The purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationshipwith employees organisational citizenship behaviour in a brick manufacturing industry</p>

Communication is regarded as the lifeblood of any organisation. It plays a vital role in ensuring the smooth functioning of all organisational activities. Communication enables individuals and departments to work together harmoniously to achieve a common goal. It allows leaders to inform, influence and motivate employees towards goal attainment. The survival and profitability of the protection services department studied depends on their leaders ability to effectively communicate with its workforce. Effective communication should be an ongoing process in this organisation. The purpose of this dissertation was to investigate the effectiveness of communication amongst supervisors at the protection services department. The key dimensions that were explored in this study are the defensive scores dimension (namely, evaluation, neutrality, control, superiority, strategy and certainty) and the supportive scores dimension (namely, provisionalism, spontaneity, empathy, problem orientation, equality, and description). The research was conducted at the protection services department in Marianhill, Durban. Cluster sampling was used in this study. Various statistical techniques were used to test the six hypotheses. The results were analysed and a presentation and discussion of the respondents perceptions were presented. From this study, it is evident that there is an immediate need for development in the two key dimensions, namely, the defensive scores dimension (evaluation, neutrality, control, superiority, strategy and certainty) and the supportive scores dimension (provisionalism, spontaneity, empathy, problem orientation, equality and description). The limitations of the study and suggestions for further research are also outlined. Furthermore, a discussion of the possible causes for the findings are included, along with recommendations to improve the effectiveness of communication amongst supervisors in the organisation. / Thesis (M.A.)-University of Durban-Westville, 2003.

Habil.-Schrift, Techn. Univ. Braunschweig, 2004.

The thesis examines the evolution of the approach to staff management in colleges of further education, and the implications of current pressures upon them for the further development of this management function. It recognizes that the traditional approach to the management of staff is based upon the presumption that staff have only to be recruited and selected to ensure that effective management occurs. This approach underplays the importance of personnel management in a labour intensive industry. It seeks to establish the likely directions of future development of the staff management function in F.E. colleges, in the context of governmental and market-induced pressures upon them. It uses the models of personnel management and human resource management, as developed in the literature (itself based largely on experience in industro-commercial organisations), to guide this part of the analysis, taking into account the similarities and differences in the nature of the the two types of organisation. The thesis concludes that colleges are likely to find it increasingly imperative to develop more deliberate personnel policies and practices and to integrate them more closely with objectives and strategies. To this extent, and in this context, the model of strategic human resource management is considered to offer more guidance to F.E. college managements on how they might proceed in the emergent environment.

Thesis (DTech (Human Resources Management))--Cape Technikon, Cape Town, 2001 / The Job Characteristics Model is widely accepted as a conceptual tool for addressing problems related to employee demotivation, dissatisfaction and marginal performance. The validity of the Job Characteristics Model (Hackman & Oldham, 1980) was assessed by reviewing relevant studies of the model. The review and evaluation are based on studies testing the variables and the relationships between the variables as contained in the model. The reviewed evidence confirmed that the dimensionality of the job characteristics is best represented by the five-factor solution as proposed by the model. The subjective self-report measures of the five job characteristics as formulated by the theory and measured by the revised Job Diagnostic Survey (JDS) were also supported. No evidence was found for the multiplicative Motivating Potential Score (MPS), and as a result the use of a simple additive index of job complexity is recommended as the predictor of personal and work outcomes. Strong empirical support emerged for the relationships between the job characteristics and the personal outcomes. Much weaker relationships between the job characteristics and the work outcomes, however, materialized. Results failed to support the mediating effect of psychological states on the job characteristics/outcomes relationships as specified by the model. The postulated relationships between job characteristics and psychological states were also not confirmed by empirical evidence. The role of growth-need strength, knowledge and skill, and work environment characteristics, as moderators of the relationships between job characteristics and psychological states, as well as of the relationships between psychological states and personal and work outcomes, was seriously questioned.

This research explores the link between human resource development (HRD) interventions and leadership competencies in retail supermarkets in Nigeria and the UK, in order to understand better how Nigerian supermarkets can improve their leadership competencies by adopting the appropriate HRD interventions learnt from their UK counterparts. The retail supermarket literature in Africa recognises the inability of indigenous retail supermarkets in the continent to outcompete some foreign entrants in their own local market. The thesis, therefore, starts by reviewing the challenges facing these indigenous retail supermarkets in Nigeria, including the specific competencies they may be lacking in comparison with their foreign rivals. With this established in chapter one, the literature review chapters then explore issues of competency creation, including the theories of learning and HRD, since competency is learnt, and the HRD construct is in the forefront of learning in the organisation. The methodology adopted was a constructivist ontological stance coupled with an interpretivist epistemology. 40 qualitative interviews were conducted and the data analysis method adopted was a thematic analysis, particularly the deductive-inductive strategy, while the method of data reduction was via categorisation, unitisation, and detecting a relationship between the empirical and secondary data collected. A set of core competencies were identified, and of these the key difference in the responses (gathered from the two countries) was ‘reflective action taking’, and which was a major competence identified in the responses from the UK supermarkets, especially, Tesco. The thesis, therefore, matched the Tesco options programme (which is a leadership development programme in Tesco) with David Kolb’s experiential learning theory (ELT), and, both correspond neatly well. The thesis, thus, recommends that the ELT should form a fundamental part of our curriculum design, pedagogy and delivery of HRD related modules in schools, but also should be adopted in leadership development programmes, especially, in developing countries. However, by building on the current debate on the link between HRD, leadership competencies and organisational transformation, this study helps to address the lack of empirical data on HRD in retail supermarkets in developing countries, and suggests ways of improving the competencies of retail supermarket leaders in Nigerian.

Magister Commercii - MCom / The purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationshipwith employees organisational citizenship behaviour in a brick manufacturing industry. / South Africa

No

As the public sector continues to face competitive challenges from the general public, the need for better service delivery and increased productivity has become extremely important. The increased need for optimum service delivery in public sector institutions like the Ministry for Home Affairs has had significant impact on its operations. However, little is known about the challenges faced by the Ministry for Home Affairs regarding the causes of the inefficiency. A range of organizational factors can affect the nature, effectiveness, excellence and novelty of service provision to members of the public.