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An investigation into employee perception on the role of motivation in perfomance appraisal : the case of Mintek Company / Tlhalefo Petterson MoyoMoyo, Tlhalefo Petterson January 2010 (has links)
This dissertation investigates the employee perception on the role of motivation in
performance appraisal at Mintek. It highlights major problems of the current
performance appraisal system) delineating the weakness and pitfalls of the current
performance appraisal system. Performance appraisal can be a good way for
organisations to boost employee's motivation and hone their competitive edge.
However creating useful performance appraisal and making sure they are used
effectively throughout an organisation is not easy. After a review of the literature
relevant to performance management systems both over time and across different
types of organisations, this dissertation confines its research to Mintek. The relevant
literature has been visited and served as a secondary data that add value to the
dissertation. Collation of the relevant data is followed by a discussion of the employee
perception and the role of motivation in performance appraisal. The relative lack of
research on employee perceptions on the role of motivation is the primary impetus of
this study, which advances this important, but neglected research area by investigating
potential predictors and consequences of role of motivation and perceptions with
performance appraisal. The sample was drawn from Mintek employees who were
cooperative in the execution of the study. As a result of this, the research on the
subject has moved beyond limited confines of measurement issues and accuracy of
performance ratings and has begun to focus more on motivational aspects of
performance appraisal. The performance appraisal are intended to enhance overall
organisational performance. unfortunately ongoing problems with performance
appraisal can create challenges in trying to study relationships between individual
performance and organisational performance. The findings of this study revealed that
there is deficiency in performance appraisal supervisors are not properly trained,
performance management system is not efficient and supervisors do not show
concern. Mintek should improve its method of performance appraisal based on
managers and supervisors knowledge and number of dimensions being appraised;
look at the conclusion and recommendations made in this dissertation. / Thesis (MBA) North-West University, Mafikeng Campus, 2010
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Transfer of learning : Constraints and challenges experienced by employees in selected departments of the North West Province / Gaitsiwe Sheron SepengSepeng, Gaitsiwe Sheron January 2010 (has links)
The purpose of the study was to explore and identify the constraints and challenges that
prevents public service employees from transferring what they have learned during
training intervention to the workplace. The aim was to further make recommendations to
address the factors identified as constraints of transfer of learning into the workplace.
To achieve the goal, the study focused on extensive literature and theoretical inquiry with
the aim of understanding concepts of transfer of learning, and constraints to transfer of
learning, to determine the relationship between transfer of learning and employee/trainee
performance, and to suggest a framework to manage or mitigate the constraints to transfer
of learning.
The study used a qualitative and quantitative research methodology, with emphasis on
quantitative research methodology to draw conclusions. A sample of 106 was drawn from
the two departments, where a questionnaire was administered. The findings of the study
revealed that the following factors as constraints to transfer of learning: lack of learner's
readiness before training; lack of support and acknowledgement of new skills acquired by
trainees from their line managers; even though training improves knowledge level and
competency level, thereby increasing productivity, however lack of support constrain
transfer; lack of appropriate or relevant tools for application of theory; and lack of
cooperation and support from colleagues. / Thesis (MBA) North-West University, Mafikeng Campus, 2010
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An evaluation of perfomance management in the Department of Public Works, Roads and Transport of the North West Privince / S. E MaineMaine, S E January 2014 (has links)
Effective performance management is vital in all public and private sectors and contributes to service
delivery of the organisations. Research on public-sector performance management, however, points out
challenges in the implementation of the systems and questions the effectiveness of policy tools for
enhancing the governmental accountability. The Department of Public Works, Roads and Transport is a
large institution and its vision is to provide successful infrastructure projects and safer transport for the
community. The majority of employees are working on infrastructure projects for both roads and
buildings. In this study, experimental data and performance management experiences of the working
environment to estimate the influence of Management of the Department of Public Works, Roads and
Transport on the implementation of performance management policies, was analysed. The challenge is
that the department focuses more on the work to be done than ensuring that the employees are also
satisfied. The Department of Public Service and Administration (DPSA) and North West Provincial
Treasury have implemented the performance management policies that need to be followed and practiced
to improve service delivery as well as employee motivation. Management of the Department of Public
Works, Roads and Transport, together with the Corporate Support Division should put into operation a
strategy for the future in order to successfully implement the performance management system to all
levels of employees in order to successfully achieve both employee satisfaction and retention, and the
goa ls of the department. The Performance Management policies and legislations that is currently
operational should be applied effectively and efficiently to improve service delivery and the morale of
employees. / Thesis (MBA) North-West University, Mafikeng Campus, 2014
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Institute a culture of integrity in organisationsRossouw, Eugene 30 November 2005 (has links)
Integrity within employees is on the forefront as a person with integrity is
one that is honest and trustworthy. In contrast is an employee with low
integrity that could be associated with acts of fraud, corruption and theft.
The purpose of this report is to address the proposition that higher
integrity levels within employees will lead to lower financial stock losses. In
addition the integrity levels of all employees were measured to see
whether the integrity level of permanent employees were higher than
those of temporary employees.
Strategies were implemented in order to develop the integrity level of
Clover Nelspruit’s employees. The strategies included addressing the
situational factors desirability, group norms and risk together with focusing
on communication regarding integrity.
The monthly averaged stock loss for the period June to September 05 was
considerably lower than the previous eleven months which led to the
confirmation that improving a person’s integrity can be positively
associated with lower financial losses caused by internal theft. In
considering only the employees who passed the lie factor in the
measurement instrument the results were also in agreement with the
theory that temporary workers might be more likely to engage in
counterproductive behaviour than those employed as permanent workers.
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A study on using performance appraisal as a strategic management tool梁錦玲, Leung, Kam-ling, Joyce. January 1995 (has links)
published_or_final_version / Business Administration / Master / Master of Business Administration
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The effect of rapid economic growth on social service workers in urbanChina: the existing difficulties of domestichousehold helpersZhang, Chi, 張馳 January 2008 (has links)
published_or_final_version / Geography / Master / Master of Arts in China Development Studies
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The management of transfer of undertakings : a comparison of employee participation practices in the United Kingdom and the NetherlandsWenlock, Heather January 1989 (has links)
No description available.
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Call centre employment a qualitative studyDawson, Alison S. F. January 2002 (has links)
This study explores aspects of the nature and experience of call centre employment. In 1972 only 42% of UK households had a home-based telephone (BIFU, 1996). By 2000 98% of UK homes had access to either fixed-line or mobile telephone services (Oftel, 2001). The commercial exploitation of this artifact is now being realised through call centres employing sophisticated information and communications technologies. Virtually unheard of a decade ago, UK call centres provided jobs for an estimated 264,000 people in 2001 (Datamonitor, 1999). They have increasingly attracted public and academic attention, much of the latter focused on issues of employee control and surveilance. This study uses analyses of call centre-related newspaper articles, a survey of Scottish recruitment and employment agencies, covert participant observation, and interviews with agency representatives and call centre employees to explore issues such as recruitment and selection, the nature and experience of employment, and employee turnover in call centres. The ethics of using covert methods are discussed. Four main conclusions emerge from the study. First, call centre employment can be differentiated from other occupations on the basis of recruitment and selection practices, employee skils and differences in work environments, performance monitoring and supervision practices and regulation of workplace behaviour. Second, job characteristics may predispose employees to low levels of job-related well-being and burnout. Third, levels of employee turnover may be linked to occupational novelty and the availability of pre-employment realistic job information. Fourth, automated systems are beginning to replace routine, repetitive, low value tasks, resulting in changes in the nature of call centre employment. Those jobs that remain seem likely to be more demanding with complex tasks and an emphasis on quality rather than quantity of interactions. The implications of the study's findings and conclusions for future research and for call centre employers and their employees are considered.
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Employees' perception of the effective use of the performance appraisal system in a financial institution.24 April 2008 (has links)
Although performance appraisals exist in most organisations, they are not implemented correctly. In many organisations the link between the performance appraisal ratings and the outcome is not so obvious. This has led to mistrust of the performance appraisal process by the users and the total process does not command the credibility it deserves. A summary of problems with performance appraisals systems and processes are as follows: Preparations prior to appraisal with staff are not adequate. Users of the system are not formally trained. Performance appraisal processes are often considered to be unpleasant and time consuming. The performance appraisal processes are subject to subjectivity. The rating scales and performance dimensions used in the systems are open to different interpretations due to lack of clear guidelines. / Prof. W. Backer
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The impact of minimum wages on the market for domestic workers in South Africa04 October 2010 (has links)
M.Comm. / In September 2002 South Africa saw the implementation of labour market regulation policy in the market for domestic workers, known as Sectoral Determination 7: domestic worker sector. This policy has been promulgated through the Basic Conditions of Employment Act, No 75 of 1997. The primary rationale behind the introduction of Sectoral Determination 7 was to protect the most vulnerable labour market sectors in South Africa such as domestic services workers and farm workers. This mini dissertation thus investigates the impact of the policy of minimum wages on the market for domestic workers in the South African context, and examines whether minimum wages in South Africa contribute to higher employment levels and better conditions of employment in the market for domestic workers. This is achieved through a comprehensive comparative analysis of a survey undertaken in the City of Pretoria at Orchards and Soshanguve against two similar surveys conducted in Bloemfontein in 2006 and 2001, respectively.
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