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Developing a strategy to address employee perceptions regarding the Performance Management and Development System in the Department of Social Development, Women, Children and People with Disabilities / Ntswaki Meshotlo Victoria LegalatladiLegalatladi, Ntswaki Meshotlo Victoria January 2014 (has links)
A Performance Management and Development System has become the main focus for
many organisations in the Public Service. Organisations are always looking for strategies
to effectively enhance the performance of their employees in order to improve the
organisational performance. However, despite all these efforts the implementation of the
System is still marred by many challenges and as a result it is perceived by many
employees as ineffective and inefficient. The focus of this study is, therefore, to identify the
different perceptions of employees regarding the System and to investigate the underlying
factors influencing the employees’ perceptions regarding Performance Management and
Development System at the Matlosana Service Point, DSDWCPD.
A triangulation research approach encompassing qualitative and quantitative analysis was
employed in this study. The primary data were obtained from a semi-structured
questionnaire completed by 50 respondents. Secondary data were drawn from the
departmental reports, business plans, performance agreements and other official
documents from the North-West University library. The respondents for the questionnaire
were sampled utilising the purposive sampling within the non-probability category of
samples. The sample comprised social workers, social auxiliary workers, community
development practitioners and human resource officers. The sample was purposively
sampled due to the fact that the sample frame that was needed for this study included
people who were aware of the Performance Management and Development System; were
regarded as experienced in the subject matter and who could provide useful information.
The data from the questionnaire were analysed by means of conceptual (thematic)
analysis, every statement that was relevant to the research questions was created; and
meanings were also attached to the categories.
The findings of the study show that the employees perceive implementation of the
Performance Management and Development System as not complying with the
legislation. The implementation of the Performance Management and Development
System is not effective and efficient in the Matlosana Service Point. The findings also
revealed that the need for training in the System is undisputed as employees felt that the
training that they received is not adequate and failed to address their needs. The
respondents also felt that the assessments were not properly implemented hence they
perceive the System as biased, unfair and subjective and also felt that the assessments
were implemented just for compliance purposes. The findings of the study also highlighted
the importance of effective communication and feedback in the entire process and in
integrating the components of the Performance Management and Development System
leading to poor supervision and monitoring of employees’ performance. All these factors
revealed a correlation between the negative perceptions of the employees and the
Performance Management and Development System in the Matlosana Service point. The
study concludes by providing recommendations on a systematic training strategy for
changing employees’ perceptions regarding the Performance Management and
Development System in order to ensure a common understanding and consistent
implementation of the Performance Management and Development System. / M Development and Management, North-West University, Potchefstroom Campus, 2015
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Developing a strategy to address employee perceptions regarding the Performance Management and Development System in the Department of Social Development, Women, Children and People with Disabilities / Ntswaki Meshotlo Victoria LegalatladiLegalatladi, Ntswaki Meshotlo Victoria January 2014 (has links)
A Performance Management and Development System has become the main focus for
many organisations in the Public Service. Organisations are always looking for strategies
to effectively enhance the performance of their employees in order to improve the
organisational performance. However, despite all these efforts the implementation of the
System is still marred by many challenges and as a result it is perceived by many
employees as ineffective and inefficient. The focus of this study is, therefore, to identify the
different perceptions of employees regarding the System and to investigate the underlying
factors influencing the employees’ perceptions regarding Performance Management and
Development System at the Matlosana Service Point, DSDWCPD.
A triangulation research approach encompassing qualitative and quantitative analysis was
employed in this study. The primary data were obtained from a semi-structured
questionnaire completed by 50 respondents. Secondary data were drawn from the
departmental reports, business plans, performance agreements and other official
documents from the North-West University library. The respondents for the questionnaire
were sampled utilising the purposive sampling within the non-probability category of
samples. The sample comprised social workers, social auxiliary workers, community
development practitioners and human resource officers. The sample was purposively
sampled due to the fact that the sample frame that was needed for this study included
people who were aware of the Performance Management and Development System; were
regarded as experienced in the subject matter and who could provide useful information.
The data from the questionnaire were analysed by means of conceptual (thematic)
analysis, every statement that was relevant to the research questions was created; and
meanings were also attached to the categories.
The findings of the study show that the employees perceive implementation of the
Performance Management and Development System as not complying with the
legislation. The implementation of the Performance Management and Development
System is not effective and efficient in the Matlosana Service Point. The findings also
revealed that the need for training in the System is undisputed as employees felt that the
training that they received is not adequate and failed to address their needs. The
respondents also felt that the assessments were not properly implemented hence they
perceive the System as biased, unfair and subjective and also felt that the assessments
were implemented just for compliance purposes. The findings of the study also highlighted
the importance of effective communication and feedback in the entire process and in
integrating the components of the Performance Management and Development System
leading to poor supervision and monitoring of employees’ performance. All these factors
revealed a correlation between the negative perceptions of the employees and the
Performance Management and Development System in the Matlosana Service point. The
study concludes by providing recommendations on a systematic training strategy for
changing employees’ perceptions regarding the Performance Management and
Development System in order to ensure a common understanding and consistent
implementation of the Performance Management and Development System. / M Development and Management, North-West University, Potchefstroom Campus, 2015
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Motivation från personliga tränares perspektiv : Hur inre och yttre motivation rymmer sig inom yrket som personlig tränare / Motivation from the perspective of personal trainers : How intrinsic and extrinsic motivation is applied in the profession of personal trainersStrandell, Pontus January 2016 (has links)
Den här studien behandlar personliga tränares arbete med inre och yttre motivation. Syftet är att undersöka hur personliga tränare arbetar med dessa motivationsinriktningar samt hur motivation kan gestalta sig hos deras klienter - för att i slutändan kunna presentera den inriktningen som är mest gynnsam för klientens långsiktiga upprätthållning av ett beteende. för att undersöka frågeställningar användes semi-strukturerade intervjuer. Inre motivatorer som identifierades var vilja, ambition och intresse. Yttre motivatorer som identifierades var förväntningar och press från omgivningen, tränarpress och tidspress. Samtliga tränare hade en utbredd erfarenhet av båda inriktningarna. Inre motivation var dock den inriktning som helhetligt präglade samtligas arbete. Det var även den inriktning som visade sig vara mest gynnsam för klientens långsiktiga upprätthållning av ett beteende. / This study examines personal trainers work towards intrinsic and extrinsic motivation. The aim is to recognize personal trainers work towards these motivational characters aswell as recognizing these motivational characters ways of expressing themselves in their clients - so that in the extension the character who fits most appropriate to provide a long-term solution for the maintenance of a behavior can be recognized. To examine the issues semi-structured interviews was applied. Intrinsic motivation was identified as will, ambition and interest. Extrinsic motivation was identified as expectations and pressure from the environment, pressure from the trainer and deadline-pressure. All trainers showed an expansive experience from both motivational characters. Intrinsic motivation was however the character who generally characterized the work of all trainers. Intrinsic motivation was also the character of motivation deemed most appropriate for providing a long-term solution for the maintenence of a behaviour.
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The relationship between the management strategies of school principals and the job satisfaction levels of educatorsTsvara, Peter 06 1900 (has links)
South African schools have experienced a high rate of educator turnover which has led to greater school instability, disruption of curricular cohesiveness and a continual need to hire experienced and inexperienced educators, who may be typically less effective, as replacements for educators who leave. Unfortunately, principals of schools lack organizational capacity to provide the necessary management strategies that can enhance educators’ job satisfaction. Since the principals are fully responsible for the proper functioning of the schools and their personnel, this study explored the relationship between the management strategies of school principals and the educators’ job satisfaction levels within the context of South African schools. It examined how management strategies of principals impact on job satisfaction levels of educators in various school environments. The study explored literature from local and international perspectives on management strategies and the job satisfaction of educators. It described the background and findings of the relationship between management strategies of principals and educators’ job satisfaction levels from an education management perspective. For the empirical inquiry the study adopted a qualitative research paradigm, and as such, a qualitative investigation of the relationship between the management strategies of school principals and the educators’ job satisfaction levels in schools was conducted. Non-probability sampling methods were used to select a sample of six school principals and twelve educators. Individual and focus group interviews were used in data collection and were audio-recorded. Throughout the research study, ethical considerations were upheld. Data analysis involved a mix of content and thematic analysis instruments. The study findings determined the relationship between management strategies of principals and educators’ job satisfaction levels. An understanding of human relationship is very important to school principals who have the responsibility of establishing an environment that not only motivates educators, but can also help to enhance their job satisfaction levels in a positive way. An understanding of educators’ needs also helps school principals to devise management strategies to enhance the job satisfaction levels of educators. Based on the findings, recommendations to improve the management strategies of school principals in the enhancement of educators’ job satisfaction were proposed. / Educational Leadership and Management / D. Ed. (Education Management)
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The relationship between the management strategies of school principals and the job satisfaction levels of educatorsTsvara, Peter 06 1900 (has links)
South African schools have experienced a high rate of educator turnover which has led to greater school instability, disruption of curricular cohesiveness and a continual need to hire experienced and inexperienced educators, who may be typically less effective, as replacements for educators who leave. Unfortunately, principals of schools lack organizational capacity to provide the necessary management strategies that can enhance educators’ job satisfaction. Since the principals are fully responsible for the proper functioning of the schools and their personnel, this study explored the relationship between the management strategies of school principals and the educators’ job satisfaction levels within the context of South African schools. It examined how management strategies of principals impact on job satisfaction levels of educators in various school environments. The study explored literature from local and international perspectives on management strategies and the job satisfaction of educators. It described the background and findings of the relationship between management strategies of principals and educators’ job satisfaction levels from an education management perspective. For the empirical inquiry the study adopted a qualitative research paradigm, and as such, a qualitative investigation of the relationship between the management strategies of school principals and the educators’ job satisfaction levels in schools was conducted. Non-probability sampling methods were used to select a sample of six school principals and twelve educators. Individual and focus group interviews were used in data collection and were audio-recorded. Throughout the research study, ethical considerations were upheld. Data analysis involved a mix of content and thematic analysis instruments. The study findings determined the relationship between management strategies of principals and educators’ job satisfaction levels. An understanding of human relationship is very important to school principals who have the responsibility of establishing an environment that not only motivates educators, but can also help to enhance their job satisfaction levels in a positive way. An understanding of educators’ needs also helps school principals to devise management strategies to enhance the job satisfaction levels of educators. Based on the findings, recommendations to improve the management strategies of school principals in the enhancement of educators’ job satisfaction were proposed. / Educational Leadership and Management / D. Ed. (Education Management)
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