Purpose: To critically investigate the effect/impact the implementation of both team and individual based pay has when responses are measured in terms of teamworking, job satisfaction, culture and commitment in 2 Nigerian financial institutions. Design/methodology/approach: The study presents the first empirical case-study research carried out in Nigeria. The data are based on 2 Nigerian financial institutions surveys from 2002 to 2006. The analysis addresses the impact of the introduction of PRP within these institutions. Questionnaires were sent out to the 226 employees. Interviews and focus groups were also carried out with both managers and employees across both organisations. Findings: The findings indicate the importance of valence for monetary incentives, the instrumentality of performance for the monetary incentives and clear individual and group objectives for improving performance. On the basis of the analysis of the data from employees covered by the scheme, the results suggests that there are clear indications that it has raised motivational levels, though employees prefer working with individual performance related pay than in teams, but would not mind working in teams if it is linked to a reward, but the responses indicate that individual performance related pay has damaged the concept of team working. The results indicated a positive link of PRP having a positive effect with employees on higher grade levels; this result support other results from a number of earlier UK studies. The results also indicate that the introduction of PRP can enhance culture change and enhanced performance but may not ultimately lead to commitment from employees. The findings also indicate a positive link between PRP, improved individual and organisational performance, change in culture and job satisfaction. Though the research indicates positive outcomes from one organisation it also indicates negative outcomes from the other organisation. Why would that occur, as both organisations operate the same form of individual PRP? It leads the researcher to conclude that PRP must be modified to take into account the cultural (national & organisational) implications of the transference western management practices into non-western organisations. The research finishes by listing out implications for management and recommendations. Research limitations: As this study utilises data from Nigerian financial institutions only, its results cannot be generalised to other sectors and countries characterised by different cultures and contexts. However, what is critical though is that the approach used to finding these results can be applied in a wide variety of situations, thus enabling the examination of external validity. ORIGINALITY/VALUE – This study is one of the first to explore the effect/impact of the introduction of performance related pay in Nigerian financial institutions and reflecting on the historic cultural context of gift giving and culture within organisations and the impact this has on the success or failure of PRP schemes. It also provides a new empirical evidence on the use of performance related pay. The results also show a link between the introduction of performance related pay and a change in the psychological contract from a relational contract to a transactional psychological contract, where commitment (bought) and loyalty is based on the monetary aspects of the relationship. The results supports an interpretation of incentive pay as motivated by expectancy theory and provides new evidence on the relationship between the success of performance related and its use by employees as a bargaining tool for salary increases and new job roles. Its implications should be of interest to human resource managers when designing reward strategies for their organisations.

面對全球科技創新與應用發展快速變遷，厚植組織的創新研發能量，為各界長期面對全球競爭的重要策略，而組織創新研發能量的建置，其關鍵因素在於組織成員的創造力及個人的創新行為，因此如何塑造良好的組織創新氛圍以提升員工的創造力、個人創新行為及個人績效，進而提升組織的整體營運績效，實為組織刻不容緩之議題。 以往組織創新氛圍、個人創新行為及績效之研究，多以「組織」為分析層級，並以西方個案為大多數，本研究特別以「個人」為研究層級，並以國內組織為研究對象來進行實證分析，除研發人員自評其個人創新行為及績效外，並嘗試採以由主管來評量（他評）員工表現的方式，探討員工自評及主管他評之差異，期望能填補學術上國內個案及「個人」分析層級的研究缺口，並同時能對組織創新管理實務上產生貢獻。 本研究旨在探討組織創新氛圍、個人創新行為及其個人績效三者間之因果關係，研究方法採量化研究，以問卷調查研究歸納，受測對象為T財團法人研究機構工作年資一年以上的研發人員，總計問卷發出192份，回收160份，回收率為83.3％，問卷資料以SPSS軟體進行統計分析，並予以驗證研究假說並提出研究發現與結論建議。 本研究所得到的初步結論包括： (1)組織創新氛圍的形塑，有助於提升研發人員的個人績效 (2)個人創新行為的展現，有助於提升研發人員的個人績效 (3)組織創新氛圍的形塑，有助於提升研發人員的個人創新行為 (4)組織創新氛圍會透過個人創新行為提升研發人員的個人績效 (5)研發人員自評的個人創新行為及個人績效較主管他評者高，且組織創新氛圍的形塑與主管他評的個人創新行為與個人績效無顯著相關 (6)研發人員的個人背景並不會影響組織創新氛圍、個人創新行為及個人績效之表現 / To face the quick change of global technolgical innovations and applications, one of the most important stratgies, that the enterprises use, is to strengthen their innovative and research capabilities. In addition, the key factor to enhance the organizational capabilities includes the creative capability of employees and individual innovative behavior. Thus, how to create the good orgnizational innovative climate, in turn, to improve the employees’ creativity and individual innoative behavior, and eventually to enhance the organizational performance becomes the critical issue. Most of the previous studies concerning the relationships among the organizational innovative climate, individual innovative behavior and performance are conducted at the organizational level and within the context of western world. This study specially conducts anaysis at the individual level and selects the domestic organization as the research subject. To fill up with the research gap, the individual performance is evaluated both by themselves and by their supervisors to further address the differnce between these two approaches. This study aims to investigate the cause-and-effect relationship among the organizational innovative climate, individual innovative behavior, and individual performance. A quantitative approach with questionnaire surveys is utilized. Eventually, 192 questionnaires are sent to the researchers who have been working for at least 1 year at T non-for-profit research organization. 160 questionnaires are collected so the effective response rate is 83.3%. The results of this study are summarized as follows: (1)The organizational innovative climate was found to be conducive to enhance the individual performance of researchers. (2)The individual innovation behavior was found to be conducivel to enhance the indiviual performance. (3)The organization innovative climate was found to be conducive to enhance the individual innovative behavior of researchers. (4)The individual innovative behavior of researchers was found to affect the relationship between the organzaion innovative climate and the individual preformance of researchers. (5)The ratings by researchers themselves were found to be higher than those by their supervisors. Additionally, there is not evidence to substantiate the relationship between the organizational innovation climeane and the individual innovative behavior and performance rated by the supervisors. (6)There is not evidence to substantiate the relationship between the organizational innovation climeane, the indicual innovative behavior and performance.

Mob Programming has become increasingly used in today's software development teams due to its new and innovative work approach. Mob Programming is a collaborative work method that was first introduced in 2002 and was described as a team consisting of two or more developers working together in the same space, at the same time, on the same issue and at the same computer. The Driver and Navigator roles are often used in conjunction with the work method to enable a dynamic work structure. The previous research carried out regarding Mob Programming has focused on its general structure, benefits, and risks when using it. Previous research has also investigated how the work method is being used in different software development teams. A lot of previous research has been studying the subject in a general manner which fails to bring up the individual in relation to the work method. This study aimed to evaluate the impact of using Mob Programming on a daily or occasional basis regarding employee well-being and individual performance. The study also intended to investigate differences between the daily and occasional users of Mob Programming. A qualitative method with semi-structured interviews and observations was applied for its ability to extract in-depth and valuable information. The participants chosen for this study derived from four different development teams who worked at Fortnox in Växjö where one of four teams used Mob Programming on a daily basis. A thematic analysis was used to organize and create a structure regarding the information from the interviews. Three themes with specific sub-codes were created using the thematic analysis: Learning, Team dynamics, Individual dynamics, which derived from the interview questionnaire. The study found that the majority of the informants were impacted in a positive way regarding well-being when using Mob Programming. Reduced individual work pressure and stress were two of the prominent factors that contributed to this. However, some individuals felt negative about the work method. This was often due to the feeling of being constantly watched or not being comfortable with the teambased structure of Mob Programming. The most noticeable findings regarding individual performance were positive in relation to knowledge sharing and problemsolving due to the "one-piece flow” that helped the teams streamline their work process from start to finish. The study found that the use of the Driver and Navigator roles was the most pronounced differentiation between the daily and occasional users of Mob Programming. The findings pointed towards a more structured and proper use of the roles when observing the daily users in comparison to the occasional users. / Mobbprogrammering används alltmer av dagens mjukvaruutvecklingsteams på grund av dess nya och innovativa arbetsmetod. Mobbprogrammering är en samarbetsmetod som introducerades första gången 2002 och beskrivs som ett team bestående av två eller flera utvecklare som arbetar tillsammans i samma utrymme, samtidigt, på samma problem och på samma dator. Driver- och Navigator-rollerna används ofta i samband med arbetsmetoden för att möjliggöra en dynamisk arbetsstruktur. Tidigare forskningen utförd kring Mobbprogrammering har fokuserat på dess allmänna struktur, fördelar och risker vid användning. Tidigare forskning har också undersökt hur arbetsmetoden används i olika mjukvaruutvecklingsteam. Mycket av den tidigare forskningen har studerat ämnet på en generell nivå som inte utforskar individens förhållande till arbetsmetoden. Denna studie syftade till att utvärdera effekterna av att använda Mobbprogrammering dagligen eller emellanåt gällande anställdas välmående och individuella prestationer. Studien avsåg också att undersöka skillnader mellan de dagliga och tillfälliga användarna av Mobbprogrammering. En kvalitativ metod med semistrukturerade intervjuer och observationer tillämpades för dess förmåga att utvinna djup och värdefull information. Deltagarna som valts för denna studie härstammade från fyra olika utvecklingsteam som arbetade på Fortnox i Växjö. Ett av dessa fyra team använde Mobbprogrammering dagligen. En tematisk analys användes för att organisera och skapa en struktur gällande informationen från intervjuerna. Tre teman med specifika underkoder skapades med hjälp av den tematiska analysen: Lärande, Team dynamik, Individuell dynamik, som härstammande från intervjufrågeformuläret. Studien fann att majoriteten av informanterna påverkades på ett positivt sätt angående individernas välmående vid användning av Mobbprogrammering. Minskad individuell arbetspress och stress var två av de framträdande faktorerna som bidrog till detta. Vissa individer kände sig dock negativt inställda till arbetsmetoden. Detta berodde ofta på att individerna kände sig ständigt iakttagna eller inte trivdes med den teambaserade strukturen. De mest märkbara fynden angående individuell prestanda var positiva i förhållande till kunskapsdelning och problemlösning på grund av "onepiece flow" som hjälpte teamen att effektivisera sin arbetsprocess från början till slut. Studien upptäckte att användningen av Driver- och Navigator-rollerna var den mest uttalade differentieringen mellan de dagliga och tillfälliga användarna av Mobbprogrammering. Resultaten pekade på en mer strukturerad och korrekt användning av rollerna när de dagliga användarna observerades i jämförelse med de tillfälliga användarna.

The objective of the study was to determine whether any relationships exist between personality and the performance of sales staff in a call centre environment. Personality type (measured by the Jung Type Indicator [JTI]) and sales personality type (measured by the Sales Preference Indicator [SPI]) were correlated with sales staff performance in an insurance call centre environment. A quantitative survey was conducted using a sample of N = 146. Correlational and inferential statistical analyses revealed statistically significant positive, although weak, relationships between personality type and the performance of call centre sales staff while statistically significant positive and negative correlations, although weak, were found between sales personality type and the performance of call centre sales staff. More female and black sales staff members were found in the higher performing clusters than in the average and poorer performing clusters. The best subset of personality scales from the JTI that predicted univariate measures of performance were the extroversion-introversion scale and the judging-perceiving scale while the best subset of predictors from the SPI personality scale were the consistent-adaptive scale and the cooperative-competitive scale. Call centre performance criteria are based mainly on quantitative performance criteria. It emerged from the literature review that the call centre sales position is synonymous with emotional labour and it is, thus, recommended that future research should emphasise the importance of emotionally intensive labour and its measurement combined with quantitative performance measures. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Submitted by Sandra Pereira (srpereira@ufrrj.br) on 2017-03-20T14:27:11Z No. of bitstreams: 1 2013 - Let?cia Dias Lavor.pdf: 4101656 bytes, checksum: 3fa8834f7856c16ec86e11e23f14b43a (MD5) / Made available in DSpace on 2017-03-20T14:27:11Z (GMT). No. of bitstreams: 1 2013 - Let?cia Dias Lavor.pdf: 4101656 bytes, checksum: 3fa8834f7856c16ec86e11e23f14b43a (MD5) Previous issue date: 2013-03-26 / This work relates to the theme Strategic People Management, has as its theme the assessment of individual performance (ADI) a public institution linked to the area of culture and comes against a researcher for the unrest, while managing, evaluating their peers and subordinates and be evaluated based on an assessment instrument performance individual who seems to have been perceived by employees as a tool only for grant of gratuity or punishment, thus being decoupled from its primary function is to serve as feedback for any management system. Given the above, a central research question was posed: What are the guidelines for the preparation of an instrument to assess individual performance for the Instituto do Patrim?nio Hist?rico e Art?stico Nacional (IPHAN) that is perceived by servers as a management tool relevant the reality of the organization? The methodological approach of this research was to collect qualitative and empirical data we conducted a focus group interview. It was concluded that in order to develop a tool that ADI is perceived as a management tool relevant to the organization it is necessary a policy of unifying communication to disseminate the goals of its strategic plan, its macro-processes and their indicators. We conclude further that the development of the ADI should be led by technicians whose training is recognized by the workforce and be based on the duties and responsibilities of the servers, which must also be mapped and translated into a new Job and Career Plan / Este trabalho refere-se ao tema Gest?o Estrat?gica de Pessoas, tem como tem?tica a avalia??o de desempenho individual (ADI) numa institui??o p?blica ligada ? ?rea da cultura e vem ao encontro de uma inquieta??o da pesquisadora para, enquanto gestora, avaliar seus pares e subordinados e ser avaliada com base em um instrumento de avalia??o de desempenho individual que parece ter sido percebido pelos funcion?rios como instrumento apenas para concess?o de gratifica??o ou puni??o, estando assim dissociado de sua fun??o primordial que ? a de servir como feedback para todo o sistema de gest?o. Diante do exposto, uma quest?o central de pesquisa foi colocada: quais s?o as diretrizes para a elabora??o de um instrumento de avalia??o de desempenho individual para o Instituto do Patrim?nio Hist?rico e Art?stico Nacional (IPHAN) que seja percebido pelos servidores como uma ferramenta de gest?o pertinente ? realidade da organiza??o? A abordagem metodol?gica desta pesquisa foi qualitativa e para coletar dados emp?ricos foi realizada uma entrevista de grupo focal. Concluiu-se que para se elaborar um instrumento de ADI que seja percebido como instrumento de gest?o pertinente ? organiza??o faz-se necess?rio uma pol?tica de comunica??o unificadora que dissemine os objetivos de seu planejamento estrat?gico, os seus macroprocessos e seus indicadores. Concluiu-se, ainda, que a elabora??o da ADI deve ser liderada por t?cnicos cuja capacita??o seja reconhecida pelo corpo funcional e ter por base as responsabilidades e atribui??es dos servidores, que precisam tamb?m ser mapeadas e traduzidas num novo Plano de Cargos e Carreira.

The objective of the study was to determine whether any relationships exist between personality and the performance of sales staff in a call centre environment. Personality type (measured by the Jung Type Indicator [JTI]) and sales personality type (measured by the Sales Preference Indicator [SPI]) were correlated with sales staff performance in an insurance call centre environment. A quantitative survey was conducted using a sample of N = 146. Correlational and inferential statistical analyses revealed statistically significant positive, although weak, relationships between personality type and the performance of call centre sales staff while statistically significant positive and negative correlations, although weak, were found between sales personality type and the performance of call centre sales staff. More female and black sales staff members were found in the higher performing clusters than in the average and poorer performing clusters. The best subset of personality scales from the JTI that predicted univariate measures of performance were the extroversion-introversion scale and the judging-perceiving scale while the best subset of predictors from the SPI personality scale were the consistent-adaptive scale and the cooperative-competitive scale. Call centre performance criteria are based mainly on quantitative performance criteria. It emerged from the literature review that the call centre sales position is synonymous with emotional labour and it is, thus, recommended that future research should emphasise the importance of emotionally intensive labour and its measurement combined with quantitative performance measures. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

This study explored the improvement of individual performance outcomes within the administrative units of UNISA. The study aimed, in particular, to explore, analyse and interpret individual performance management practices. It should be noted that this study did not attempt to cover all the areas of effective and efficient performance management. The focus was to investigate the processes and approaches for continuously managing the improvement of individual performance outcomes, which could lead towards improved institutional performance. The main aim of the study was to investigate how the performance management system at the University of South Africa can be approved. The study adopted qualitative and quantitative research paradigms, thus a combination of inductive and deductive approaches, sampling and analyses, data collection and interpretations were used. However, the research design and methodology in this study primarily focused on a case study design and a mixedmethod approach to reach valid and reliable conclusions. The first part of the thesis focused on the analysis of literature and empirical documents relating to performance management approaches and the research design and methodology applied. The second part focused on the performance management practices at UNISA, the implementation of surveys/questionnaires, interviews and group-discussions. Lastly, ideas and themes were identified from the collected data that should answer the research questions. The study found that performance management should focus on the identification of an individual’s strengths and weaknesses in order to enable improved individual performance outcomes. Therefore, if managers want to manage individuals effectively and improve individual performance, all related factors, which include motivation, coaching and monitoring, as well as influencing positive behaviours by individuals, should form part of the effective performance management system. Far too often, managers neglect objectively analysing performance appraisals’ outcomes, and compromise by allocating undeserved percentage ratings, mainly to avoid possible conflict situations. The study’s findings provided valuable insights that could improve the performance management system at Unisa. - v - Some of the recommendations include: that effective performance management entails co-analysis, co-decision, co-design and co-evaluation, which could lead to the clear objective setting of targets for implementation by individuals; the implementation of quarterly appraisals; the implementation of ‘crowdsourcing’ or 360° evaluations; continuous self-development and training. This study’s outcomes could make a significant contribution to the body of existing literature in the discipline of Public Administration. More specifically, in respect of the survey/questionnaires within three prominent constructs, the triangulation and mixed-methods approach used for this study; and the case study model applied in the research of the University of South Africa, as an institution of higher education. / Public Administration and Management / D. Phil. (Public Administration)

This research explores the relationship between personality traits, Psychological Capital and job performance amongst sales employees within an Information, Communication and Technology (ICT) sector in South Africa. The study was conducted through quantitative research. The study used the Basic Traits Inventory short form (BTI) to measure personality traits; the Psychological Capital questionnaire (PCQ) to measure the Psychological Capital; and the Job Performance questionnaire (JBQ) to measure individual performance. A biographical questionnaire was also used. The questionnaires were administered to a population of 145 sales employees, 85 of whom were based in the company’s Johannesburg office, with the rest dispersed in the company’s Cape Town, Durban, Port Elizabeth, Bloemfontein, wider Free State and Mpumalanga offices. In view of the fact that the sample was small, 100% of the population was included in the study. A theoretical relationship between the constructs was determined and an empirical study provided evidence of the degree of relationship that existed between them. The results reveal significant relationships to exist between some sub-scales; however, statistical significance could not be reached for some correlations. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

This study was developed in the master s program from Universidade Federal de Uberlândia (UFU) on the field State, Policy and Management Education. It has as goal to analise the (re)definition of the role of the State and the changes of the public management from Minas Gerais (MG) State. Therefore, it was taken as methodology a literature and documental review of the subjects proposed in this study, also an analysis of official government documents. In the study, it is specially analyzed the State and the educational Policies developed during both terms of Aécio Neves as governor of Minas Gerais, the research seeks to understand the assumptions of the implemented reform; the purposes of the management and their instruments through the Choque de Gestão Program. It was focused in the study the process of the implementation of the Individual Performance Evaluation (IPE) of the Education employees from public schools of MG in Uberlândia city, under the logic of the new public management called managerial as an economical, social, political strategy. A qualitative research was developed by applying open questionnaires from the visit to five public schools of Uberlândia city (MG). It is analyzed in a subjective way, among the actors, the prospects of implementing and developing the IPE in the schools and how it has influenced the day-to-day teaching practice of education professionals. / Esta dissertação desenvolvida no curso de Mestrado, na Linha Estado, Política e Gestão da Educação do Programa de Pós-Graduação em Educação da Universidade Federal de Uberlândia (UFU), busca analisar a (re) definição do papel do Estado e as mudanças ocorridas na administração pública estadual mineira. Faz-se uma leitura bibliográfica e documental dos temas propostos e, analisa os documentos oficiais do governo. Analisando de forma especial o Estado e as políticas educacionais desenvolvidas durante as duas gestões do governo Aécio Neves como governador do Estado de Minas Gerais (MG), a pesquisa busca compreender os pressupostos da reforma implantada; as finalidades da gestão e seus instrumentos através do Programa Choque de Gestão. Focalizamos este estudo em torno do processo de implementação da Avaliação de Desempenho Individual (ADI) dos servidores da educação do Estado de Minas Gerais nas escolas da rede estadual mineira da cidade de Uberlândia (MG) sob a lógica da nova administração pública denominada gerencial como uma estratégia política, social e econômica do governo. Desenvolve como mecanismo final, uma pesquisa qualitativa através da aplicação de questionário aberto a partir de visita a cinco escolas da Rede Estadual de Ensino de Uberlândia (MG). Analisa de forma subjetiva, entre os atores, quanto às perspectivas de implementação e desenvolvimento da ADI nas escolas e como ela tem influenciado o dia-a-dia da prática pedagógica dos profissionais da educação. / Mestre em Educação

Knowledge about personal branding, the development and sustaining of a personal brand and the link between personal branding and career success did not exist in a scientifically structured manner. The purpose of this study was to understand what the elements of personal branding are and what it takes to develop a personal brand in the corporate environment. It was also important to identify whether personal branding is key to career success. The systematic literature review procedure was used to identify, analyse and critically evaluate both empirical studies and popular literature relating to personal branding. The current body of knowledge was ill defined and a six step model detailing how to develop and maintain a personal brand was developed as a result of a content analysis of the available popular literature. A measure of a complete personal brand within the workplace was subsequently developed. In this study, the hypotheses of a possible relationship between personal branding and career success (performance appraisal score, 360 leadership evaluation and talent board placement) were tested. It was found that talent board placement was statistically significant and practically related to personal branding. The study was the first to provide a measurement tool as well as empirical evidence on the relationship between personal branding and career success and, as such contributed significantly to the body of knowledge. This study also opened avenues for further research. / Daar was min kennis oor ’n persoonlike handelsmerk, die ontwikkeling en handhawing van ’n persoonlike handelsmerk, en die verband tussen ’n persoonlike handelsmerk en loopbaansukses in die wetenskaplike domein beskikbaar. Die doel van hierdie studie was om die elemente van ’n persoonlike handelsmerk te begryp, asook om te bepaal wat dit behels om ’n persoonlike handelsmerk in die korporatiewe omgewing te ontwikkel. Dit was ook belangrik om te bepaal of ’n persoonlike handelsmerk deurslaggewend is tot loopbaansukses. ‘n Sistematiese literatuuroorsig is gedoen om empiriese studies asook gewilde literatuur oor ’n persoonlike handelsmerk te identifiseer, te ontleed en krities te evalueer. Gegewe beperkte akademiese kennismateriaal, en na aanleiding van die inhoudsontleding van die beskikbare gewilde literatuur, is ’n sesstapmodel ontwikkel om aan te dui hoe ’n persoonlike handelsmerk ontwikkel en gehandhaaf kan word. Na aanleiding hiervan is ’n instrument ontwikkel om ’n person se handelsmerk omvattend in die werkplek te meet. Dit is gevolg deur hipoteses van ’n moontlike verband tussen ’n persoonlike handelsmerk en loopbaansukses (prestasiebeoordelingtelling, 360-leierskapevaluasie en talentplasing) te toets. Die studie het bevind dat ’n persoonlike handelsmerk statisties beduidend en prakties relevant is tot talentplasing. Hierdie navorsing lewer ’n omvattende meetinstrument vir die meting van ’n persoonlike handelsmerk, asook empiriese bewyse rakende die verhouding tussen ’n persoonlike handelsmerk en loopbaansukses. Die studie maak in dié opsig ‘n beduidende bydrae tot die gebrekkige akademiese kennismateriaal wat oor hierdie onderwerp beskikbaar is. / Ulwazi nge-branding yomuntu siqu, ukuthuthukiswa kanye nokuqhubekela phambili kwe-brand yomuntu siqu kanye nokuxhumana phakathi kwe-brand yomuntu siqu kanye nokuphumelela emsebenzini bekuyizinto ebezingahlelekile ngendlela yesisayense. Inhloso yalolu cwaningo bekuwukuqondisisa ukuthi ngabe iyini imikhakha ye-branding yomuntu siqu kanye nokuthi yini okudingekayo ukwenza ibrand yomuntu siqu emkhakheni wezamabhizinisi. Bekubalulekile nokubheka ukuthi ngabe i-branding yomuntu siqu isemqoka kangakanani ekuphumeleleni emisebenzini. Inqubo yokubuyekeza imibhalo ngendlela ehlelekile iye yasetshenziswa ukuphawula, ukuhlaziya kanye nokuhlola izifundo ezinobufakazi ezenziwe kanye nemibhalo edumile maqondana ne-branding yomuntu siqu. Imikhakha yolwazi ekhona ibingachazekile kahle, kanti kuye kwalandelwa imodeli yezinyathalo eziyisithupha echaza imininingwane ngokwenza kanye nokugcina i-brand yomuntu siqu, iye yenziwa ngakho-ke kwase kuhlaziywa ingqikithi yemibhalo edumile ekhona. Kwenziwe i-brand yomuntu siqu ephelele emkhakheni wezemisebenzi. Kulolu cwaningo, kuhlolwe i-hypotheses yobudlelwane phakathi kwe-branding yomuntu siqu kanye nokuphumelela emsebenzini (amaphuzu ohlolo lokusebenza ngendlela efanele, uhlolo lobuholi obungu 360, kanye nokubekwa kwebhodi yamathalente endaweni efanele) kuye kwahlolwa. Kutholakale ukuthi ukubekwa kwebhodi yamathalente endaweni efanele yinto esemqoka ngokwamastatistiki kanti futhi kuhambisana ne-branding yomuntu siqu. Ucwaningo belungolokuqala ukuhlinzeka ngethuluzi lokukala kanye nocwaningo obunobufakazi obubambekayo ngobudlelwane phakathi kwe-branding yomuntu siqu kanye nokuphumelela emsebenzini, kanti-ke, lokhu yikho okuye kwaba nomthelela obabalukile kulwazi. Lolu cwaningo luvule imikhakha lapho okungenziwa khona ezinye izinhlobo nemikhakha yocwaningo. / Business Management / DBL