This study set out to examine the phenomenon of employee motivation in the North West Department of Education. The study argues that the performance of employees to achieve organisational goals is influenced by the level of employee motivation. The study identified that employees are influenced by both intrinsic and extrinsic factors. These factors have a positive or negative influence on the motivation of employees. The factors identified include the work environment, the performance management and development system, job design, employee involvement, organisational culture and commitment and human relations. A literature study was undertaken to provide a framework through which the importance of the study is highlighted. The literature study reviewed motivation theories that explain the effect of motivation on the behaviour of employees. The mixed research method of collecting and analysing the data, including the use of a semi-structured questionnaire, was used during the research process. The findings of the study show that the motivation levels of employees are varied in relation to factors that influence the motivation of employees. There is therefore evidence in the study that employees are motivated by different needs and therefore a more encompassing approach is required. The study also found that managers in the Department of Education did not put concerted efforts towards the motivation of employees, nor did they put effective programmes in place with regard to the same. In order to achieve the primary research objective, the study recommends that an integrated and comprehensive motivation strategy, that will influence the motivation of employees, be developed. The motivation strategy is perceived to address a number of challenges employees experience in the performance of their work. Recommendations for the implementation of the motivation strategy are presented in order to ensure an increase in the motivation of employees for effective and efficient employee performance. The study identifies areas for further research, which, if implemented, will increase the managers‟ knowledge of recognition schemes to enhance the performance levels of employees. / M Development and Management, North-West University, Potchefstroom Campus, 2015

Family businesses have unique dynamics and success stories but at the same time face unique challenges. Intergenerational small and medium-sized family businesses in South Africa play an increasingly important role in creating jobs together with wealth distribution. This study attempts to explore the complicated relationship and inimitable characteristics of family business surroundings against the added challenges of family business perceived success and family business continuity. Notwithstanding family businesses being a prevalent phenomenon in the economies of most countries, insight into this form of enterprise is still limited. Topics such as commitment, entrepreneurial orientation, job satisfaction, satisfaction with life and perceived success of the family business, among others, were investigated. In order to achieve the primary objective of this study, a survey was undertaken using a structured questionnaire. The reliability of the questionnaire was determined by calculating the Cronbach alpha coefficient, which indicated that the questionnaire used in this study conformed to the criteria of acceptable reliability and can be regarded as internally consistent. The survey yielded 143 usable questionnaires from 42 family businesses restricted to Gauteng province and the North West province in South Africa. The nature of this study was investigative and descriptive statistics was therefore used to analyse the statements of all the participating respondents. The selected determinants influencing the perceived success of small and medium-sized family business was then measured and regressional analyses were further conducted. Conclusions were drawn from this study on the outcomes of the selected factors influencing the perceived success of small and medium-sized family business. Finally, a critical evaluation was done and practical recommendations are suggested to improve family business wellness and, subsequently, increase the sustainability of such business. / MBA, North-West University, Potchefstroom Campus, 2015

South Africans are engaged in daily battles with work-related and non-work related issues. Although an organisation is not capable of addressing or changing all the issues experienced by the South African population, it can intervene in order to improve the quality of its employees’ working lives. A suggested starting point is person-environment fit (PE fit), due to its effect on job satisfaction and intentions to leave. Consequently, when an individual experiences low PE fit, it will contribute to job dissatisfaction, and intentions to leave as international research has shown. To possibly decrease the impact of these relationships, it is important for leader empowering behaviour to be evident throughout the organisation. The objectives of this study were to determine possible relationships, indirect effects, and moderating effects between PE fit, job satisfaction, intentions to leave, and leader empowering behaviour. A convenience sample of employees working under the guidance of a leader/manager/supervisor was taken from a retail company in Gauteng. Participation in the study was voluntary. A measuring battery measuring PE fit (i.e. person-organisation fit, needs-supplies fit, and demands-abilities fit), job satisfaction, intentions to leave, and leader empowering behaviour (i.e. delegation of authority, accountability, self-directed decision making, information sharing, skills development, and coaching for innovative performance) was used. Descriptive and inferential statistics, Raykov’s rho coefficients, Pearson product-moment correlations, measurement models, structural models, and goodness-of-fit statistics were used to analyse the data. The results indicate that PE fit has a positive relationship with job satisfaction. Job satisfaction has a negative relationship with intentions to leave. PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderates the relationship between job satisfaction and intentions to leave. Various recommendations were made for the selected retail company as well as for future research. The retail company and employees should comprehend the impact of PE fit on outcomes such as job satisfaction and intentions to leave, as both parties are equally affected by its implications. Therefore, both pro-active and re-active measures should be institutionalised to address PE fit. Additionally, the retail company should understand the importance of leader empowering behaviour and the impact it can have on their business unit and the organisation as a whole. Recommendations for future research include longitudinal research designs, as well as the expansion of research beyond the selected company in the retail industry. / MCom (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015

The comprehension of how job satisfaction impacts employee performance is of utmost importance to an organisation. If the relationship between job satisfaction and job performance could be better understood, managers could manipulate the variables to increase job satisfaction which will in turn lead to better performance of the company. Both a theoretical and an empirical analysis were applied in this study. The quantitative research design was followed using a standardised questionnaire as measuring instrument. The questionnaire was handed to 56 employees targeted by a cross-sectional survey which was spread across all 8 departments of the company. The Pearson Correlation Coefficient was used to indicate the relationships between the variables. Company policies and practises were found to be the factor that was most significantly related to job satisfaction and job performance. Motivation and personal development was the performance factor that was most significantly related to general satisfaction and total performance. A strong positive relationship between job satisfaction and job performance was confirmed, which indicated that the more satisfied employees are the better they will perform. / MBA, North-West University, Potchefstroom Campus, 2015

South Africa has a social capital economic system that establishes various opportunities for individuals to start their own businesses, this creates a climate for entrepreneurs to explore the business market and start their own business. If family businesses are that important and fundamental to the sustainability of countries it is definitely relevant to asses and monitor these businesses over a wide range of issues. The field of this study falls within the subject discipline of entrepreneurship and focuses on gaining insight into small and medium-sized family businesses. The study has not restricted to a particular trade and all participants who fall under the definition of Ibrahim and Ellis (2004: 5) have been recognised to take part in this study. In this study the author set out to determine the causes affecting the success of family businesses, as well as identifying a few variables that had to be measured to better understand their impact and influence on the success of family businesses. The author also examined other aspects regarding the subject, in order to get a better understanding concerning family businesses, and to understand what they have to offer. The definition that has been used in this study is supplied, as well as the advantages and disadvantages regarding family businesses. This has been done to ensure that the researcher understand what type of business constitutes a family business. The empirical study has been conducted by means of a field study, using a structured questionnaire as the main component. The purpose of the literature review was to gain insight into selected determinants of family business success, according to a structured questionnaire developed by Prof. Stephan van der Merwe (NWU). / MBA (Business Administration), North-West University, Potchefstroom Campus, 2015

Boredom at work is a concern, as both employees and organisations are affected by the negative effects that this phenomenon holds. Workplace boredom is becoming an increasingly common occurrence within organisations and most employees are susceptible to it. To date, no reliable and valid scale for workplace boredom is available in South Africa. This study aimed to validate the Dutch Boredom Scale (DUBS) within the South African context in an attempt to provide a scale suitable for South African employees. The general objective of the study was to determine the reliability and validity of the workplace boredom scale (DUBS) within the South African context by means of investigating the reliability, factorial validity, convergent validity, predictive validity and discriminant validity. A cross-sectional research approach was utilised by means of a random convenience sample (N = 490) from organisations within the manufacturing and logistics sectors. The reliability of the workplace boredom scale was established by investigating the alpha and omega values. Confirmatory factor analysis (CFA) was used to determine the factor structure of the DUBS and to ascertain factorial validity. In order to prove convergent and discriminant validity, the relationship between workplace boredom and similar theoretical constructs (work engagement, workload, job satisfaction and organisational commitment) as well as constructs assumed to differ from work place boredom (i.e. gender) was investigated. Finally, regression with regard to one-directional relationships was examined between workplace boredom and appropriate outcomes (work engagement, organisational commitment and job satisfaction) in order to establish predictive validity. The results indicate that the DUBS consists of a one-factor structure, and that this factor has acceptable reliability. Relationships between workplace boredom and work engagement, workload, job satisfaction, organisational commitment and turnover intention were negatively and practically significantly correlated. No significant relationship existed between workplace boredom and gender. Workplace boredom had significant negative regressions to work engagement, job satisfaction and organisational commitment. Recommendations are made for use in practice and additionally for future research. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

Providing basic local administration has become one of a vast variety of priorities for all municipalities within the South African context. Municipalities need to be instrumental in South Africa’s socio- economic upliftment against issues like poverty and underdevelopment because government policy requires municipalities to play a developmental role. Taking cognizance of the transformational changes within the South African government, the local government, within its three categories, inherited growing responsibility for basic service delivery. This was primarily because the democratic South Africa has inherited a public sector marred by fragmented and gross inequalities at all levels of government activity (Mathekga & Buccus, 2006). The effectiveness of good local governance may rely on the capacity of local government structures, participative of municipal leadership and employees, to provide an integrated development approach to social and economic development issues and to supply essential services congruent with the needs and desires of the local communities (The Institute for Democracy in Africa, 2010). Municipalities need to be in a position to identify and prioritise local needs, determine adequate levels of services and allocate necessary resources to the public (COGTA, 2009c). The role of local government in, amongst other things, is to promote a better life for all by creating jobs, alleviating poverty, which is imperative in achieving a prosperous civilization. The transformation of local government, as it stood during the apartheid period, was aimed at removing the racial basis of government and making it a mechanism for the integration of society and the redistribution of municipal services from the rich to the poor. Thus, local government is the key site of delivery and development and is central to the entire transformative project of the new South Africa. In order for any municipality to be accountable for delivering a basic human right towards local communities, as stipulated in the Constitution of 1996, it is imperative that the relationship between the internal stakeholders of the local municipality is sound. The test would be to see how the municipal employees’ perception of trust influences the trust relationship between employees and managers in the local government sphere. Taking cognizance of the manner in which local government mechanisms and its related structures are administered, the research will aim to establish how important the vertical trust relationship between municipal employees and managers is, as a contributing factor for effective service delivery to its communities. Attention will focus on the conceptualization of vertical trust between employees and managers within local government in South Africa as well as to determine whether municipalities’ performance indeed have a link with vertical trust relationship between the relevant employees and managers. This will be explained within a broader perception by focusing on relevant theories of trust, which include the theories related different types- and dimensions of trust, and influence of the trust relationship within the local government sphere. The research focused on the performance of a Category B municipality within the geographic area of the Western Cape, and how the vertical trust relationship between employees towards managers and the subsequent performance of the municipalities would influence effective service delivery. A Category B municipality within the Eden district was identified as an institution that, within the broader government sphere, has been complimented and accolade due to continuous improvements in service delivery over the last few years. Five dimensions were examined by conducting a survey in order to establish the perceptions of municipal employees relating to the dimensions of job satisfaction, employee empowerment, communication, management reporting and performance management. These perceptions were assessed by interpreting the responses of (N = 205) respondents from the Category B municipality. The main finding was that the respondents were very negative towards how they experience the five dimensions within the Category B municipality. Based on the internal consistency of the five dimensions, the results of the research were of concern as a significant part of the respondents portrayed some sort of animosity towards how they perceived and responded to the statements. This is contrary to the Category B municipality’s continuous and improved financial performance and non-existent service delivery protests, as compared to other municipalities within the geographical area of the Western Cape. This research highlighted that, although the attitudes towards most of the statements were negatively experienced by the respondents, the Category B municipality still managed to get accolades for continuous and improved financial performance and non-existent service delivery protests. The revelations from the respondents highlight a sense of effective and efficient performance by the category B municipality with a mainly negative workforce. This poses a concern as to the proposition of this research in terms of how significant the role of such trust between affected parties play within the dynamics of this Category B municipality. The primary reason for this observation relates to the researcher’s view that it has become critical for management to get personally involved in managing the emotional part of its employees, in order to ignite a sense of belonging to the municipality where employees will put renewed emphasis on the trust towards all levels of the organizational hierarchy. It can be concluded that, in order for vertical trust to be of significance within the dynamics of this Category B municipality, the concept of vertical trust relationship can be nurtured by employing a working environment based on mutual respect, dignity, cooperation and honest communication. / MBA, North-West University, Potchefstroom Campus, 2014

This study set out to examine the phenomenon of employee motivation in the North West Department of Education. The study argues that the performance of employees to achieve organisational goals is influenced by the level of employee motivation. The study identified that employees are influenced by both intrinsic and extrinsic factors. These factors have a positive or negative influence on the motivation of employees. The factors identified include the work environment, the performance management and development system, job design, employee involvement, organisational culture and commitment and human relations. A literature study was undertaken to provide a framework through which the importance of the study is highlighted. The literature study reviewed motivation theories that explain the effect of motivation on the behaviour of employees. The mixed research method of collecting and analysing the data, including the use of a semi-structured questionnaire, was used during the research process. The findings of the study show that the motivation levels of employees are varied in relation to factors that influence the motivation of employees. There is therefore evidence in the study that employees are motivated by different needs and therefore a more encompassing approach is required. The study also found that managers in the Department of Education did not put concerted efforts towards the motivation of employees, nor did they put effective programmes in place with regard to the same. In order to achieve the primary research objective, the study recommends that an integrated and comprehensive motivation strategy, that will influence the motivation of employees, be developed. The motivation strategy is perceived to address a number of challenges employees experience in the performance of their work. Recommendations for the implementation of the motivation strategy are presented in order to ensure an increase in the motivation of employees for effective and efficient employee performance. The study identifies areas for further research, which, if implemented, will increase the managers‟ knowledge of recognition schemes to enhance the performance levels of employees. / M Development and Management, North-West University, Potchefstroom Campus, 2015

Family businesses have unique dynamics and success stories but at the same time face unique challenges. Intergenerational small and medium-sized family businesses in South Africa play an increasingly important role in creating jobs together with wealth distribution. This study attempts to explore the complicated relationship and inimitable characteristics of family business surroundings against the added challenges of family business perceived success and family business continuity. Notwithstanding family businesses being a prevalent phenomenon in the economies of most countries, insight into this form of enterprise is still limited. Topics such as commitment, entrepreneurial orientation, job satisfaction, satisfaction with life and perceived success of the family business, among others, were investigated. In order to achieve the primary objective of this study, a survey was undertaken using a structured questionnaire. The reliability of the questionnaire was determined by calculating the Cronbach alpha coefficient, which indicated that the questionnaire used in this study conformed to the criteria of acceptable reliability and can be regarded as internally consistent. The survey yielded 143 usable questionnaires from 42 family businesses restricted to Gauteng province and the North West province in South Africa. The nature of this study was investigative and descriptive statistics was therefore used to analyse the statements of all the participating respondents. The selected determinants influencing the perceived success of small and medium-sized family business was then measured and regressional analyses were further conducted. Conclusions were drawn from this study on the outcomes of the selected factors influencing the perceived success of small and medium-sized family business. Finally, a critical evaluation was done and practical recommendations are suggested to improve family business wellness and, subsequently, increase the sustainability of such business. / MBA, North-West University, Potchefstroom Campus, 2015

The comprehension of how job satisfaction impacts employee performance is of utmost importance to an organisation. If the relationship between job satisfaction and job performance could be better understood, managers could manipulate the variables to increase job satisfaction which will in turn lead to better performance of the company. Both a theoretical and an empirical analysis were applied in this study. The quantitative research design was followed using a standardised questionnaire as measuring instrument. The questionnaire was handed to 56 employees targeted by a cross-sectional survey which was spread across all 8 departments of the company. The Pearson Correlation Coefficient was used to indicate the relationships between the variables. Company policies and practises were found to be the factor that was most significantly related to job satisfaction and job performance. Motivation and personal development was the performance factor that was most significantly related to general satisfaction and total performance. A strong positive relationship between job satisfaction and job performance was confirmed, which indicated that the more satisfied employees are the better they will perform. / MBA, North-West University, Potchefstroom Campus, 2015