The current work environment is becoming centrally important in recruitment, retention and motivation of the best people. Most managers will agree that a better work environment will reduce stress, improve morale and motivate employees to perform at their best, yet they do not fully understand the extent to which their employees feel motivated to work. The aim of this study was to understand the motivational levels of the employees at The Cold Chain/MERCOR Solutions in relation to their work environment. Although numerous factors affecting motivational levels of employees impacted on employee productivity and performance, this study focused on those factors that emanated out of the work environment. An empirical study using quantitative data collection approach was conducted. A sample of 139 staff members based at the two distribution centres participated in the study out of a population size of 320 employees. Data was collected using a self-administered questionnaire that was handed out to employees. Data was analysed, interpreted and presented with the aid of the Statistical Package for Social Sciences (SPSS). The results showed that the employees at the two distribution centres are motivated and enjoy going to work, however employees felt that the work environment was challenging and more than half of the employees were not satisfied with the current work environment. It was evident that employees were not happy with remuneration that they received; felt that the company did not promote a healthy work-life balance and that training although forthcoming from their managers and supervisors, was not championed enough by the organization. It was recommended that the organization give consideration to the work environment in which the employee operates in; formalize training; look at motivational approaches to job design and set and review goals with employees periodically. Although this study focused on the two distribution centres based in KwaZulu-Natal, recommendations can be used and implemented throughout all of the other distribution centres nationally that fall under The Cold Chain / MERCOR Solutions umbrella. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2011.

Indiana University-Purdue University Indianapolis (IUPUI) / In today’s workforce, multitasking on the job has become increasingly important. However, past research has characterized multitasking primarily as a counterproductive work strategy. Drawing from the theory of person-job (PJ) fit, in this this study it is proposed that multitasking may not always result in performance decrements but rather that people’s perceptions and experiences of multitasking may differ depending on individual differences. The theory of PJ fit suggests positive outcomes when there is a match between employee preferences, abilities and job characteristics. Using this framework, this study proposes the concept of multitasking fit and predicts that a match between multitasking preferences and multitasking job demands will result in positive work attitudes. Lastly, it is predicted that higher working memory will lead to higher job performance, especially in jobs requiring higher amounts of multitasking. This study found that PJ fit had generally positive effects on work-related outcomes such as job satisfaction, organizational commitment, turnover intentions, and strains. Due to measurement issues, the relationship between working memory and job performance could not be assessed. However, the results of this study relating to PJ fit suggest that perhaps multitasking is not always a bad strategy within the workplace and that its consequences may instead depend on the degree of fit between an individual and his or her working environment.