Text in Afrikaans / Performance management and performance appraisal plays a crucial role in developing human resources. In the social work profession the social work supervisor is the person responsible to appraise the performance of the social worker because of the excellent position to observe the job performance directly and consistently. The purpose of this study is to investigate how social work supervisors perform their supervisory functions and apply performance appraisal. The researcher used qualitative research for an exploratory and descriptive study. In-depth interviews were use as data collection method. The sample group was social work supervisors in the employment of the Western Cape Department of Social Development. Performance appraisal can be use to encourage professional growth and development of social workers. Performance appraisal is a supervisory duty and thus a component of administrative, educational and supportive supervision. It seems however that supervisors experience problems with performing supervision and to apply performance appraisal. / Thesis (M.A. (Maatskaplike Werk))

It is generally acknowledged that human capital intangibles are major value drivers in the new economy characterised by information and technology. The main purpose of this study is to examine the extent to which companies listed on the Johannesburg Stock Exchange disclose information on human capital related issues. The study combined both qualitative (literature reviews and content analysis) and quantitative (survey questionnaire) methods to collect data of 60 corporate annual reports (CARs) of listed companies in South Africa from survey questionnaires administered on various categories of preparers and users of these CARs. The study made use of 91 human capital disclosure checklists developed from literature reviews for the purpose of data collection. The data analysis was done with the aid of Atlasti-a qualitative data analysis software and SPSS- a quantitative data analysis software. The findings show that majority of the items on the disclosure checklist are not yet disclosed in the CARs even though most of the items on the checklist are adjudged to be useful for organisational value creation. In view of the initial findings of this study, a human capital disclosure framework is recommended. / Business Management / D. Accounting Science

The objective of education authorities worldwide is to enhance teachers’ professional capacities and practices through the supply of quality continuous professional development (CPD) activities. The South African education system has been subjected to many changes during the past two decades which have seriously affected the quality of education provided in schools country wide. Professional development (PD) of teachers has been found to be a key factor in raising standards in South African schools. Although the National Department of Education has identified teacher development as important, very little has transpired in the education system. School leaders should, therefore, take on the responsibility of providing their staff with PD opportunities. To support teachers in special schools and to enhance their professional capacity, the researcher designed, implemented and evaluated a collaborative PD model in six special schools in Gauteng. The aim of the study was to establish the value of the CPD programme on teachers’ learning, learners’ outcomes and whole school change. This multi-phased case study research was positioned within a bigger study conducted by the Gauteng Department of Education and in particular the Early Childhood Development Institute (ECDI). This larger study was based on the fact that most of the burn related accidents in South Africa occur in the 0-4 age group, which served as the rationale for including the fire safety programme in the ECD curriculum. The focus during the research was on the adaptation of fire safety activities and learners and teacher support materials for an inclusive classroom. This research reports on a two year study on the implementation of a CPD model based on collaboration and peer coaching. The theoretical framework for this study links to theories of constructivism, organisational theory of Senge, network and social capital. This research serves as an example of where valuable internal and external networks were formed for the benefit of all involved with the study. During this research theory and practice were successfully integrated for the benefit of the individual, the school and external organisations. / Department of Educational Leadership and Management / D. Ed. (Education Management)

Text in Afrikaans / Hierdie studie is onderneem om die invloed van die veranderingsproses op die funksionering van 'n welsynsorganisasie te bepaal. 'n Literatuurstudie en empiriese studie is onderneem. Die navorsing het aangedui dat die redes vir verandering hoofsaaklik ekstern van aard is, dat 'n hoe persentasie respondente nie altyd die noodsaaklikheid of rede vir verandering verstaan nie, en dat die meerderheid die kommunikasieproses en deurgee van inligting nie altyd duidelik beleef nie. Die ondersoek dui verder aan dat die motivering van grondvlak maatskaplike werkers deur die bestuurders nie onderskat moet word nie. Die deurgee van inligting is positief ervaar, maar die werkers sou meer ondersteuning daarvan van die bestuur wou ervaar. Tydens die studie is daar 'n beperkte mate van weerstand gevind. Weerstand by werkers word egter beperk indien hulle ervaar dat hulle deel van die proses is, voorberei word op verandering, sekuriteit nie be"invloed word nie en hulle oor die nodige redes vir verandering ingelig wor / The purpose of this study was to establish the influence of the process of change on the functioning of a welfare organisation. A literature and empirical study was done. Research showed that reasons for change were primarily of an external kind, that a high percentage of respondents not always understand the necessity or reasons for change, and that most of the respondents experienced the communication channels and information not always as open and clear. The research shows that motivation of ground level social workers by managers must under no circumstances be under-estimated. The way in which information was given, was experienced positively, but workers needed more support with it from management. During the research a limited degree of resistance was further found. Resistance experienced by workers became less when they were part of the process, are prepared for change, their security not threatened and the reasons for change are known to them. / Social Work / M. Diac. (Maatskaplike Werk-rigting)

Text in Afrikaans, summary in Afrikaans and English / Hierdie studie is onderneem om die effek van leierskap op verandering in 'n nie-winsgewende organisasie te bepaal. 'n Literatuur- en 'n empiriese studie is onderneem. Literatuur beklemtoon dat verandering 'n realiteit in 'n organisasie is, 'n veranderingsagent die proses moet dryf en dat die transformasieleierskapstyl die gewenste styl vir veranderingsbestuur is. Navorsing toon dat verandering vanwee ekstreme invloede wel voorkom. Verwarring ten opsigte van wie die rol en verantwoordelikheid as veranderingsagent moet vertolk kom egter in die navorsing na vore. Die wyse en frekwensie waarop kommunikasie ten opsigte van verandering plaasgevind het, word oor die algemeen positief deur die respondente ervaar, maar respondente toon egter ook positiewe en negatiewe gedragsreaksies aan ten opsigte van verandering. Respondente toon dat die transformasieleierskapstyl met leierskapsgedrag/-kenmerke wat verband hou met integriteit, toeganklikheid en objektlwiteit hul tot deelname aan verandering motiveer. Navorsing toon ook dat leierskapspotensiaal en die behoefte aan leierskapsontwikkeling by respondente teenwoordig is. Navorsing het bevestig dat leierskap 'n effek op verandering in 'n nie-winsgewende organisasie het. / This research aims to establish whether leadership has an effect on change in a not-for-profit organisation. A literature and empirical study were conducted. Literature indicated that change in organisations is a reality and that organisations need to appoint change agents in order to facilitate the change process. Research has shown that change in not-for-profit organisation was caused by external influences and indicated that confusion exists as to whom the role and responsibility of change agent belongs to. Respondents indicated that they were generally positive about the frequency and way in which change was communicated but they indicated both positive and negative behavioral reactions to change. The transformational leadership style is highlighted as the best leadership style to manage change. The transformational leadership style with leadership behavior such as integrity, approachability and objectivity motivates respondents to participate in the change process. Research also indicated that respondents have leadership potential and have a need for leadership development. This study confirmed that leadership has an effect on change in a not-for-profit organisation. / Social Work / M.Diac. (Maatskaplike Werk-rigting)

Text in Afrikaans, abstract in Afrikaans and English / Prestasiebeoordeling is van kritiese belang vir die effektiewe bestuur van 'n welsynsorganisasie. Prestasiebeoordeling van maatskaplike werkers word dikwels afgeskeep, foutiewelik uitgevoer en met groot negatiwiteit bejeen. Hierdie verkennend-beskrywende studie het ten doel om wetenskaplik gefundeerde riglyne daar te stel vir die implementering van prestasiebeoordeling ten opsigte van maatskaplike werkers. Die doel is nie om volledige riglyne vir elke aspek van prestasiebeoordeling daar te stel nie, maar om probleme en leemtes vir toekomstige navorsing te identifiseer. Agt en dertig maatskaplike werkers en vier maatskaplikewerkbestuurders se belewenisse van prestasiebeoordeling is deur middel van vraelyste getoets en beskryf. Dit het geblyk dat prestasiebeoordeling van maatskaplike werkers ontwikkelingsgerig is en dat die maatskaplike werkers en maatskaplikewerkbestuurders baat vind by prestasiebeoordeling. Die maatskaplike werkers is van mening dat prestasiebeoordeling aangewend behoort te word vir die identifisering van leemtes en ontwikkelingsareas in die professionele toerusting van maatskaplike werkers. Aanbevelings ten opsigte van aspekte wat vir verdere navorsing oorweeg kan word, is gemaak. / Performance appraisal is critical to the effective management of a welfare organisation. Performance appraisal of social workers are often neglected, implemented incorrectly or regarded within a negative light. This exploratory/ descriptive study aims to set scientifically grounded guidelines for the implementation of performance appraisal with regard to social workers. The aim is not to provide comprehensive guidelines regarding every aspect of perforance appraisal, but to identify gaps and problems which may be studied in future research. Through questionnaires the perceptions of performance appraisal by 38 social workers and four social work managers were tested and described. It seemed that performance appraisal of social workers is geared towards development, and that social workers and social work managers do benefit from performance appraisal. Social workers were of the opinion that performance appraisal should be employed to identify gaps and development areas in equipping social workers professionally. Recommendations are made regarding aspects for further research / Social Work / M. Diac. (Maatskaplike Werk-rigting)

The objectives of the study were firstly to determine the relationship between employability attributes (measured by the Employability Attributes Scale), career adaptability (measured by the Career-Adapt Abilities Scale) and retention factors (measured by the Retention Factor Scale), and, secondly, to determine whether employees from different age, gender, race, tenure and job level groups differ significantly in their levels of employability attributes, career adaptability and retention factors. A cross-sectional quantitative, correlational research design was followed. The non-probability sample consisted of 321 permanently employed salaried employees in a South African automotive manufacturing company. Descriptive statistics, correlations, structural equation modelling and regressions were used for data analysis. The data analysis revealed significant associations between the career metacompetencies and retention factors. In addition, significant differences were found between age, gender, race, tenure and job level groups. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The objective of this study was: (1) to determine the relationship between job embeddedness (measured by the Job Embeddedness Scale), work engagement (measured by the Utrecht Work Engagement Scale), and turnover intention (measured by the Turnover Intention Scale); and (2) to determine whether employees from different groups, namely age, race, gender, marital status and tenure differ significantly in their levels of job embeddedness, work engagement and turnover intention. A quantitative survey was conducted on a non-probability purposive sample (N = 153) of staff in a higher education institution. Correlational analyses revealed significant relationships between job embeddedness, work engagement and turnover intention. Multiple regression analyses showed that organisation links and dedication negatively predicted the participants’ turnover intention. Significant differences between age, race, gender, marital status and tenure were also found. The findings contribute valuable knowledge to the field of Career Psychology and can be applied in the retention of employees in the higher education institution. The study concludes with recommendations for future research and practice. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Organisasieverwante stres onder maatskaplike werkers is ‘n internasionale verskynsel (Shweta & Siebert, 2007). Maatskaplike dienslewering gaan gewoonlik gepaard met organisasieverwante eise wat ‘n negatiewe uitwerking op die maatskaplike werker sowel as die kwaliteit van dienslewering kan hê indien dit nie vroegtydig geïdentifiseer en voorkom word nie (Werner, 2007:320). Ten spyte van die feit dat maatskaplike werk as een van die mees stresvolle beroepe beskryf word, het organisasieverwante stres binne die maatskaplike diensveld eers in die laaste paar jaar aandag begin geniet (Dillenburger, 2004:213). In die literatuur word daar na drie vlakke van intervensie verwys, naamlik primêre, sekondêre en tersiêre intervensie (Departement van Arbeid, 2003:14; Cooper, Dewe & O’Driscoll, 2001:189). Sekondêre en tersiêre intervensies word as die mees algemene strategieë vir die bestuur van stres in ‘n organisasie geïdentifiseer (Cooper et al., 2001:190; Grobler, Wärnich, Carrell, Elbert & Hatfield, 2002:441). Kritiek op die genoemde vlakke van intervensie sluit in dat die verantwoordelikheid op die maatskaplike werker alleen geplaas word om sy/haar stres te hanteer. Primêre intervensie behels dat die oorsprong van die probleem voorkom word, in plaas daarvan dat die simptome behandel word nadat dit reeds voorgekom het (Satcher, 1999). Hierdie navorsingstudie plaas die fokus op die primêre-intervensiestrategie, nadat daar ‘n leemte in die literatuur in hierdie verband geïdentifseer was. Die doel van die navorsing was om die aard van voorkoming van organisasieverwante stres onder maatskaplike werkers, deur middel van primêre-intervensiestrategieë deur maatskaplikewerkbestuurders, te verken en te beskryf ten einde ‘n voorkomingsriglyn te ontwikkel. Ten einde die navorsingsdoel te kon bereik is die kwalitatiewe navorsingsbenadering in hierdie studie gebruik, aangesien dit die mees geskikte wyse sou wees om die verkennende en beskrywende aard van die studie te ondersteun (Creswell & Plano Clark, 2007:12). Die populasies vir hierdie kwalitatiewe studie was: • Alle maatskaplikewerkbestuurders wat by regerings- of nie-regeringsorganisasies werksaam is. • Alle maatskaplike werkers wat by regerings- of nie-regeringsorganisasies werksaam is. Binne die raamwerk van die kwalitatiewe navorsingsbenadering is daar van ‘n nie-waarskynlikheidsteekproefmetode en die doelgerigte en sneeubal steekproeftegnieke gebruik gemaak. Die navorser wou gebruik maak van haar eie oordeel oor wie die navorsingsvraag die beste sou kon beantwoord. Die steekproefgrootte was bepaal deur data-versadiging wat waargeneem was na nege onderhoude met maatskaplike werkers en nege onderhoude met maatskaplikewerkbestuurders. Die navorser het by beide populasies semi-gestruktureerde onderhoude as die metode van data-insameling benut. Tesch soos aangehaal in Creswell (2009:186), se agt stappe vir kwalitatiewe data-analise het die navorser ondersteun om die data op ‘n sistematiese wyse tot temas en sub-temas te kodeer. Die data is na afloop van die identifisering van die temas en sub-temas beskryf en gekontroleer met bestaande literatuur. Guba het (in Krefting, 1991:214-222) ‘n model saamgestel om met die verifikasie van kwalitatiewe data te help. Hierdie model is op die volgende vier aspekte gegrond en in hierdie studie benut: geldigheid van die waarheid, toepasbaarheid, bestendigheid en neutraliteit. Die volgende etiese aspekte is tydens die beplanning en uitvoering van hierdie studie in ag geneem: Vermyding van skade; vrywillige deelname; ingeligte toestemming en anonimiteit en konfidensialiteit. Die benutting van bovermelde metodologie het die navorser in staat gestel om voorkomingsriglyne te ontwerp en om gevolgtrekkings en aanbevelings te maak. / The goal of this research was to explore and describe the nature of prevention of organisation-related stress among social workers through primary intervention strategies by social work managers to develop a prevention guideline. The qualitative research approach, together with the case study, contextual, explorative and descriptive research designs were used in the study. The two populations included a) all social work managers and b) all social workers that work for government or non-government organisations. Samples from the populations were obtained through the non-probability sampling method and the purposive and snowball sampling techniques. Data was collected through semi-structured interviews. Tesch’s framework for qualitative research analysis supported the researcher to identify themes and sub-themes, while Guba’s model was used to assist with the verification of qualitative data. The empirical findings provided the foundation for the development of a prevention guideline. / Prevention of organisation-related stress amongst social workers by social work managers / Prevention of organisation related stress amongst social workers by social work managers / Text in Afrikaans, with abstract and title in Afrikaans and English / Department of Social Work / Ph. D. (Social Work)

Abstracts in English, Afrikaans and Sepedi / Small businesses flourish when employees are happy, healthy and productive. This makes employees an important asset of a small business because its success depends on the performance of its employees. Employee wellness practices in small medium and micro enterprises (SMMEs) often focus on the physical aspects of wellbeing, despite employees wanting management to focus on their emotional needs. In view of the fact that employers do not realise that employee wellness significantly improves morale and increases retention rates, this research sought to explore the employee wellness experiences of managers and employees in SMMEs to develop an understanding of the need for employee wellness practices in these organisations. Accordingly, a qualitative study was conducted among 17 employees and four managers at three diverse industries operating in the Gauteng region of South Africa. The data were collected by means of focus groups interviews with employees and individual interviews with managers who work in SMMEs that employ less than 50 employees. The results indicated that employees consider employee wellness in terms of how well organisations treat them and take care of them. The findings demonstrated that employees depend on good working relationships to be happy and engaged in the workplace. Although management cited various financial and human resource constraints that limit employee wellness practices, the employees identified various activities and practices that were not dependent on financial resources for implementation. The results also showed there was insufficient evidence to support the notion that there is a link between unhealthy workplace conditions and higher absenteeism and staff turnover rates. The findings highlighted that employees need social interaction in order to feel valued and cared for and that this factor often outweighs the negative feelings employees have of working in unhealthy environments. Thus, employees were willing to work in unhealthy conditions as long as they felt valued by top management. The findings of the study contribute to the knowledge in the literature on employee wellness practices in SMMEs because limited studies have been conducted to demonstrate the impact of workplace conditions on employee wellness. / Klein ondernemings floreer wanneer werknemers gelukkig, gesond en produktief is. Dit maak werknemers ’n belangrike bate vir ’n klein onderneming, want die onderneming se sukses hang af van die werknemers se prestasie. Werknemerwelstandpraktyke in klein-, medium- en mikro-ondernemings (KMMO’s) fokus dikwels op die fisieke aspekte van welstand, ten spyte daarvan dat werknemers wil hê bestuur moet op hul emosionele behoeftes fokus. In die lig daarvan dat werkgewers nie besef dat werknemerwelstand moraal en behoudsyfers aansienlik verbeter nie, het hierdie navorsing gepoog om die werknemerwelstand-ondervindinge van bestuurders en werknemers in KMMO’s te ondersoek om ‘n begrip van die behoefte aan werknemerwelstand-praktyke in hierdie ondernemings te ontwikkel. Ooreenkomstig hiermee is ‘n kwalitatiewe studie onderneem onder 17 werknemers en vier bestuurders by drie diverse industrieë wat in die Gauteng-omgewing in Suid-Afrika sake doen. Die data is versamel deur middel van fokusgroeponderhoude met werknemers en individuele onderhoude met bestuurders wat by KMMO’s met minder as 50 werknemers werk. Die bevindinge toon dat werknemers werknemerwelstand beoordeel volgens hoe goed organisasies hulle behandel en na hulle omsien. Die bevindinge het uitgewys dat werknemers staatmaak op goeie werksverhoudings om gelukkig en betrokke te wees in die werkplek. Hoewel bestuur verskeie finansiële en menslike hulpbron-beperkings uitgewys het wat werknemerwelstandpraktyke beperk, het die werknemers verskeie aktiwiteite en praktyke geïdentifiseer wat onafhanklik van finansiële hulpbronne geïmplementeer kan word. Die studie het ook bevind dat daar nie genoegsame bewyse is om die idee te staaf dat daar ‘n verband is tussen ongesonde werkplekomstandighede en ‘n hoër afwesigheidsyfer en personeelomset nie. Die bevindinge lig dit uit dat werknemers sosiale interaksie nodig het om gewaardeerd en na omgesien te voel en dat hierdie faktor dikwels swaarder weeg as die negatiewe gevoelens wat werknemers in ‘n ongesonde werkomgewing ervaar. Werknemers is dus bereid om in ongesonde omstandighede te werk solank hulle gewaardeerd voel deur topbestuur. Die bevindinge van die studie dra by tot die kennis in die literatuur oor werknemerwelstandpraktyke in KMMO’s aangesien studies wat die impak van werkplekomstandighede op werknemerwelstand demonstreer tot dusver beperk is. / Dikgwebo tse nyane di tswella ka bokgabane ha basebetsi ba thabile, ba phetse hantle ebile ba sebelletsa ho beha ditholoana. Sena se etsa hore basebetsi e be bona ba bohlokwa haholo dikgwebong tse nyane hobane katleho ya dikgwebo tsena e dutse mahetleng a bokgabane ba basebetsi. Bophelo bo hantle ba basebetsi dikgwebong tse nyane le tse kgolwanyane (SMMEs) hangata bo tobane le bokgoni ba basebetsi ho tswellisa pele mosebetsi o behang ditholoana, empa basebetsi le bona ba batla hore ba nahanelwe ke bo ramesebetsi ka ditlhoko tsa bona tse ba amang moyeng. Bo nnete ba taba ke hore bo ramosebetsi ha ba elellwe hore bophelo bo hantle ba basebetsi bo bohlokwa hobane bo nyolla boitshwaro bo botle ba basebetsi, ebile ba dula dilemo mesebetsing ya bona. Dipatlisiso tsa pampiri ena di tlo sheba bophelo bo botle ba basebetsi ka ho lekola batshwari ba basebetsi le basebetsi mmoho dikgwebong tse nyane (SMMEs) hore bo ka tsela e jwang le ho re thusa ho utlwisisa bohlokwa ba bophelo bo hantle mesebetsing ka ho fapana. Ho fumana dintlha tsa dipatlisiso, ho kopuwe basebetsi ba leshome le metso e supileng (17) le batshwari ba basebetsi ba bane (4) mesebetsing e fapaneng Gauteng, Afrika Borwa. Ho bile le di hlopha tse fapaneng tse botsuweng dipotso hore ho tholahale dintlha ka taba ya bophelo bo hantle ba basebetsi, mme batshwari ba basebetsi ba botsuwe dipotso ka bonngwe ba bona. Dikgwebo tse nyane (SMMEs) tse nkileng phato di na le basebetsi ba ka tlase ho mashome a mahlano (50). Sephetho sa ditlatlobo tsa dipotso tse botsuweng basebetsi se bontsha hore basebetsi ba nahana hore boitshwaro bo hantle ba basebetsi bo ya ka hore mesebetsing e fapananeng batho ba hlokometswe jwang. Basebetsi ba boletse hore dikamano pakeng tsa basebetsi mmoho tse thabisang di ba loketse mesebetsing. Le ha batshwari ba Page viii basebetsi le bo radikgwebo ba lla ka hore disebediswa le ditjhelete ha di lekane hore ba tswellise pele boitshwaro bo botle ba basebetsi, basebetsi ba buile ka dintlha tse bontshang hore boitshwaro bo botle ha bo hloke tjhelete ka dinako tsohle. Sephetho se ile sa bontsha hore ha hona bopaki bo lekaneng ho bontsha hore basebetsi ba lofa mesebetsing kapa hona ho se dule dilemo mesebetsing ka lebaka la hore poleke ya bona ya mosebetsi ha e kgahlise. Dipatlisiso di bontshitse hore basebetsi ba hloka dikamano le basebetsi ba bang, ha mmoho le bo ramesebetsi hore ba ikutlwe ba kgathallwa. Dikamano tsena di etsa hore basebetsi ba phuthollohe ha ba le mesebetsing ebile ba lebale ka dintho tse sa lokang mesebetsing ya bona. Ka hoo, basebetsi ba tsotella dikamano tse ntle pakeng tsa bona le bo ramesebetsi, le ha poleke ya mosebetsi e sa thabise ha kalo. Dipatlisiso tsa pampiri ena di tlatselletsa tsebo e teng ho dithuto tsa bophelo bo hantle ba basebetsi le di tsamaiso tsa tsona dikgwebong tse nyane (SMMEs) hobane ha dingata dipampiri tse ngotsweng ka sehlooho sena ho re ruta hore boitshwaro bo botle ho basebetsi bo ama mesebetsi e fapaneng ka tsela tse jwang. / Human Resource Management / M. Com. (Human Resource Management)