This study evaluated the levels of job satisfaction experienced by warrant officers and constables at crime intelligence, protection and security services in King William’s Town. Job satisfaction is a personal appraisal of the job and the psychological experience at work. It is a measure of the general attitudes to work of a specific individual rather than of a collection of attitudes of an employee to a number of aspects related to his / her job. These include the work itself, workplace interactions and relationships, rewards and incentive schemes, and personal characteristics. The main purpose of this research paper was to identify certain factors impacting on job satisfaction. The literature study was completed on the factors that influence job satisfaction. The factors were work itself, promotion, pay, work group and working conditions. The literature study revealed which methods were used in selecting factors impacting on job satisfaction. The employees at Crime intelligence, protection and security services (CIPS), specifically the warrant officers and constables were asked questions in an empirical study and were asked to complete questionnaires. After the previous steps were completed, the findings of the study and the empirical study were made. The recommendations were also made to improve levels of job satisfaction experienced by warrant officers and constables at Constables at CIPS. The recommendations made were to assist the management assist the management as to what needs to be done to motivate members to achieve their objectives.

M.Comm. / South African society is currently experiencing a period of rapid transformation. These sociopolitical changes taking place in the external environment is posing unique challenges to South African business. Salient to these challenges is how the politically powerful, but poor majority will be integrated into an environment that previously excluded them. It is commonly accepted that this integration and the eradication of the economic backlog can not only be achieved through formal education and training, but that it should be supported by programmes aimed at the accelerated development of blacks. As such, the primary role that South African business has to play in the transformation of society as a whole, is the effective integration of marginalised groups into position from which they were previously excluded. In order to ensure that this integration is managed effectively several factors need to be taken into account. Of these, white resistance against affirmative action and the negative attitudes held by them towards blacks in general, pose the greatest threat. The negative impact of the aforementioned on the affirmative action process is heightened when these traits are exhibited by the supervisors of black employees taking part in affirmative action programmes. In order to determine the effect these attitudes have on the job involvement and job satisfaction of black employees, factors inhibiting the occupational mobility of blacks and the role of the immediate supervisor in this process were analysed from literature. It was found that the supervisor plays a distinct role in the upward mobility of his/her subordinates and that this is especially the case where he/she has black subordinates. In chapter 3 the theory underlying job involvement and job satisfaction is discussed. From this discussion it is clear that the job involvement and job satisfaction of the individual influence his/her behaviour within the organisation to a large extent. It was further found that the immediate supervisor influences these variables to a large extent. In the empirical part of this dissertation a sample black employees, currently occupying positions previously reserved exclusively for whites, completed job involvement and job satisfaction questionnaires. Their supervisors completed a questionnaire that measured their attitude towards affirmative action. From the empirical study it was found that subordinates with supervisors who exhibit negative attitudes towards affirmative action do not necessarily have lower levels of job involvement and job satisfaction than those subordinates with supervisors who exhibit positive attitudes. This finding is not consistent with the theorising that supervisor attitudes towards affirmative action should influence the job involvement and job satisfaction of their black subordinates, and could be attributed to a number of factors, amongst others the nature of their jobs. From the study it became clear that urgent attention needs to be given to the determining of those factors that influence the job satisfaction and job involvement in Afro-centric populations. Almost all available research on these concepts focuses exclusively on Eurocentric populations and very little empirical data regarding the study of these concepts among Afro-centric populations exit.

The purpose of this research was to investigate the level of job satisfaction among financial inspectors in order to measure the level of job satisfaction, to identify the reasons for the level of job satisfaction, to present findings, and to make recommendations to the Inspectorate Division that would improve the feeling of empowerment of financial inspectors. This mini-dissertation entails a literature review and empirical study. The data was collected by means of a structured questionnaire based on the Minnesota Satisfaction Questionnaire (MSQ). The outcome of the research indicates that there is lower level of job satisfaction among financial inspectors with regard to the manner in which inspection reports are sent to inspected departments and their feedback; the training programme of financial inspectors; payments based on the Performance Management System (PMS); job insecurity and the transfer of financial inspectors to other sections or departments; communication channels within the Inspectorate Division and Office of the Premier with regard to the control of inspectors; provision of cell phones to financial inspectors and their supervision by their managers; working conditions and involvement of financial inspectors in decisions that affect them at work. The main finding is that financial inspectors indeed experience a lower level of job satisfaction with regard to almost all the factors investigated under the problem statement and thus, the practice of empowerment is recommended as a solution to address the Inspectorate problems. / Business Management / M.Tech.

The purpose of this research was to investigate the level of job satisfaction among financial inspectors in order to measure the level of job satisfaction, to identify the reasons for the level of job satisfaction, to present findings, and to make recommendations to the Inspectorate Division that would improve the feeling of empowerment of financial inspectors. This mini-dissertation entails a literature review and empirical study. The data was collected by means of a structured questionnaire based on the Minnesota Satisfaction Questionnaire (MSQ). The outcome of the research indicates that there is lower level of job satisfaction among financial inspectors with regard to the manner in which inspection reports are sent to inspected departments and their feedback; the training programme of financial inspectors; payments based on the Performance Management System (PMS); job insecurity and the transfer of financial inspectors to other sections or departments; communication channels within the Inspectorate Division and Office of the Premier with regard to the control of inspectors; provision of cell phones to financial inspectors and their supervision by their managers; working conditions and involvement of financial inspectors in decisions that affect them at work. The main finding is that financial inspectors indeed experience a lower level of job satisfaction with regard to almost all the factors investigated under the problem statement and thus, the practice of empowerment is recommended as a solution to address the Inspectorate problems. / Business Management / M.Tech.

Affirmative action represents a major goal for South African organisations since the process of democratisation in 1994. Evaluating the success of affirmative action programmes is therefore considered a priority. The research objective was to investigate the association between affirmative action effectiveness and the job satisfaction of affirmative action beneficiaries. A literature survey concerning affirmative action, affirmative action success, and job satisfaction was done. A structured interview, gauging the congruency of organisations' affirmative action efforts with affirmative action effectiveness theory, and a job satisfaction questionnaire, measuring the job satisfaction experienced by affirmative action beneficiaries, were utilised. The study was conducted among 121 affirmative action beneficiaries employed by five organisations. ')( The result of the empirical study proved that a significant direct relationship exists between the level of effectiveness of the target organisations' affirmative action endeavours and the level of job satisfaction experienced by their affirmative action beneficiaries. / Economics and Management Sciences / M.Com. (Industrial Psychology)

Each chapter has its own summary / Each chapter has own summary / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

M.Ed. (Education Management) / Please refer to full text to view abstract

Submitted in fulfilment of the requirements of the Master of Management Sciences in Administration and Information Management, Durban University of Technology, Durban, South Africa, 2016. / A number of studies have been conducted in relation to academic workload in higher education and many have noted a marked increase in workload over recent decades. However, fewer have specifically investigated the increase in the administrative component of an academic’s workload, and none have focussed on the current support given to academics by their secretaries in the context of a South African University of Technology. All academics require sufficient time to perform their teaching, research and community outreach duties satisfactorily, while Universities of Technology make additional demands on their academic staff in relation to such aspects as Work Integrated Learning, maintaining contacts with industry and new research requirements. The literature indicates that many feel that they are unable to cope or to cope adequately and that universities often do not understand the burden of the different tasks/activities they perform. The purpose of this case study was therefore to investigate the administrative workload experienced, and the support given, to academics at the Durban University of Technology. It specifically investigates whether the institution of a workload model for the university as a whole would be supported, and would be effective, in addressing equity and transparency issues in academic workload and thus in improving academic retention and research output for the university as a whole. This study used a mixed method approach involving three questionnaires administered to academics, their secretaries, and to senior management. In addition, semi-structured interviews were conducted with some senior academic staff. The results of the research indicate that the great majority of academic staff members experience a heavy administrative workload and that many believe they are doing more than they expected at the time of their appointment. While the secretaries were better informed as to the nature and extent of the administrative duties expected of them, many also felt that they are doing more than they expected and both groups indicated strongly that there is a lack of transparency and equity between different workloads performed by different individuals. Over ninety percent of both academic and secretarial staff believed that a workload model would assist in ensuring a fairer balance in the work performed, but significant individual comments indicated the difficulties and drawbacks which should also be taken into account and the consequent need for flexibility and ongoing consultation with staff, before the imposition of such a model. The results also revealed that there was considerable uncertainty amongst respondents as to the current existence of a workload model. It was, however, established that the university is planning to implement a workload model across all six faculties and that a member of the academic staff, Mr Greg Parrott, has been tasked to develop the relevant software. He is in the process of collecting the information needed. Contact was made with Mr Parrott and information exchanged with him. It is hoped that the data gathered in this study will serve to support this initiative. Following an in-depth analysis of the results, this study recommends wide consultation over the implementation of the model and the employment of a pilot phase to iron out any problems. Flexibility within the model and ongoing consultation are also recommended. The study further recommends that academic departments should consider making greater use of WIL students from the discipline of Office Management who, as part of their work experience, can work closely with secretaries in departments which require additional secretarial assistance. Additional part-time assistance, possibly from retired academics, for specifically academic administrative duties might also be considered. / M

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Affirmative action represents a major goal for South African organisations since the process of democratisation in 1994. Evaluating the success of affirmative action programmes is therefore considered a priority. The research objective was to investigate the association between affirmative action effectiveness and the job satisfaction of affirmative action beneficiaries. A literature survey concerning affirmative action, affirmative action success, and job satisfaction was done. A structured interview, gauging the congruency of organisations' affirmative action efforts with affirmative action effectiveness theory, and a job satisfaction questionnaire, measuring the job satisfaction experienced by affirmative action beneficiaries, were utilised. The study was conducted among 121 affirmative action beneficiaries employed by five organisations. ')( The result of the empirical study proved that a significant direct relationship exists between the level of effectiveness of the target organisations' affirmative action endeavours and the level of job satisfaction experienced by their affirmative action beneficiaries. / Economics and Management Sciences / M.Com. (Industrial Psychology)