M.A. (Industrial Psychology) / The object of this study is to determine the correlation between selfconcepts selfactualization and anxiety on the one hand and -achievement motivation, as applicable to persons in middle management positions in the mining industry. Four different psychological questionnaires were used that is the Achievement motivation questionnaire of Malan (1978) as adjusted by Pottas and Lessing (1979L the Selfconcept questionnaire of Vrey (1974)s the IPAT Anxiety scale and the Selfrealization questionnaire of Osrin {1972}. The four questionnaires were administered to 110 middle-managers in the mining industry. It was found that the sUbjects obtained relatively high scores on the self-images selfrealization s achievement motivation and the three components of achievement motivations namely selfdetermination, the urge to complete uncompleted tasks and goal directedness. The scores obtained on the anxiety scale were relatively low. It was further found that-there existed a negative linear correlation between anxiety and achievement motivation,- in contrast with the initial hipothesis, namely that a curvilinear correlation exists between the two variables. Selfconcept and selfrealization both yielded a positive linear correlation with achievement motivation and its three components; which confirms the hypothesis. It was found that anxiety formed a negative correlation with all the variables. A positive linear correlation was obtained between selfrealization and selfconcept.

Magister Artium (Child and Family Studies) - MA(CFS) / In South Africa when learners are in Grade 11 near the end of their school life, the new, but also difficult, transition into adult life now begins. This critical period of development brings forth an array of new challenges: exercising free will, being independent, an increased focus of self, and the decision on what path is to be taken after school. With these challenges comes the act of motivation to acquire the particular goals and aspirations of Grade 11 learners. The question posed was therefore what exactly motivates the South African Grade 11 learner, and why are they motivated to set and aspire to certain goals? The study investigated the basic psychological needs of Grade 11 learners at secondary schools in the Western Cape, along with its relation to the identification of the goals and aspirations of these learners. The study was quantitative in nature. Grade 11 learners currently enrolled for the 2012 academic year, attending secondary schools in the Metro North Western Cape Education District, were invited to participate in the study. This study investigated the influence of basic psychological needs on goals and aspiration pursuits. The sample consisted of 264 Grade 11 learners and data was collected through the administration of a questionnaire compiled through the combination of two scales: The Aspiration Index, and the Basic Measure of Psychological Needs Scale. The data was analyzed through regression analysis. The results of the study suggest that the satisfaction of needs was found to be a significant predictor of both intrinsic as well as extrinsic goal pursuits. The findings further provide an understanding of how basic psychological needs influence the identification of goals and aspirations of Grade 11 Learners. Recommendations are provided for further research in the field of adolescent basic psychological needs and its influences on the identification of goals and aspirations.

The aim of this study was to determine if source feedback perceptions have a significant influence on the motivation of employees. It is widely known that employers place a high value on the motivation of employees as it influences their performance at work. Various researchers have studied motivation as a construct in an effort to explain the simple statement of “why employees do what they do”. In this study, motivation is discussed in terms of the expectancy theory. It is said that the strength of an individual’s motivation to perform effectively is influenced by the person’s perception that effort can be converted into performance, that the performance will lead to certain outcomes (rewards) and the attractiveness of the rewards to the individual. Communication plays a role in motivation by conveying information to make the perceived probability of effort- performance, performance-reward and reward-goal satisfaction linkages. This study was initiated as a result of identifying certain problems in performance feedback when abolishing formal performance evaluations. Although performance appraisal is not seen as the only form of performance feedback, traditionally it has been linked to effort-performance-reward contingencies as explained in the expectancy theory of motivation. As a result, the study focused on perceptions, motivation, and the role each of the sources of feedback play in an organisational context. In the discussion of each of the five sources of feedback each type of feedback refers to a definition, perception, motivation and application in an organisational setting. Importantly, the individuals search for feedback and feedback obstruction is discussed. This research is important for companies as a whole. The importance of communication and feedback to ensure employee motivation and satisfaction is highlighted. Without effective feedback, employees are not sure about their performance, what is expected of them or what they can expect as rewards for their performance. Organisations should thus take note of the importance of feedback for the employee, their performance in future and importantly the reaching of the organisation’s goals. Information was obtained by means of a questionnaire distributed to 196 individuals to determine motivation and the influence of the relevant sources of feedback on motivation. Statistical methods of correlation and regression analysis were used to determine the relationship between motivation and feedback. / Dissertation (MCom (Human Resources Management))--University of Pretoria, 2005. / Human Resource Management / unrestricted

The recruitment and retention of personnel plays an important role in assisting organisations to adapt and remain competitive, thus ensuring their financial sustainability and becoming a leader in the market. It is also a crucial element in assisting organisations in reaching their long and short term goals. The employment and retention of highly skilled employees is a costly exercise and staff turnover impacts negatively, not only on a financial level but also on the organisation as a whole. The immediate implementation of specific strategies that ensures the recruitment and retention of these employees will guarantee a reduction in employee turnover thus ensuring organisational competitiveness. The purpose of this study was to investigate the organisational factors impacting on employee retention at Transnet Freight Rail (TFR). The population group for the study included 34 TFR employees from the G graded salary scale. The response rate for the questionnaire was 100% with the Likert scale instrument consisting of 27 questions divided into two sections: Section one explored the demographic profile of the respondents; Section two focused on getting responses on the five organisational factors impacting on employee retention namely: organisational association; monetary compensation; work satisfaction; work enrichment; career development. The following research design was adopted: Step 1: A literature review was conducted to determine the various organisational factors impacting on employee retention. Step 2: From the literature review the researcher structured the research questionnaire. Step 3: The results of the survey were analysed and interpreted. Step 4: Conclusions and recommendations were done.

The South African Revenue Services (SARS) is an amalgamation of the former Departments of Customs and Excise, and the Receiver of Revenue. SARS obtained full autonomy from the Government in October 1997 in order for it to administer its own affairs. SARS has since made great strides in transforming its people and technology, although some growing pains are recently being experienced, i.e. the “retention question”. The problem statement, “What strategies can be implemented for retaining skilled employees within SARS Customs” is derived from a multitude of problematic issues currently being experienced world wide. Problem areas particular to South Africa, include: the mass exodus of white skilled labour; baby-boomers (aged 60 – 65) nearing retirement, affirmative action, employment equity, and a general lack of skills in the employment industry. An employee engagement survey (2007) conducted at SARS, shows figures that further exacerbates the problem. The objectives of the research were therefore, to conduct a literature study of employee retention strategies, investigate the research strategies currently being employed at SARS, the reasons for the low levels of employee engagement and to develop a strategic model for employee retention for use at SARS Customs in the Eastern Cape Region of South Africa The study takes the form of a case study, using quantitative and qualitative methods of research. A questionnaire was distributed to respondents, the results of which were analysed and presented. The findings show that SARS Customs is in a good position with regards to pay and benefits. Areas that require attention though are training, development and career management, effective supervision, and day-to-day activities.

South Africa is ranked 44th place out of 53 countries (IMD 2011). It would seem imperative for the South African Government and the private sector to pay close attention to studies of this nature that indicate the importance of certain factors on the motivation of employees. In essence this study could assist Government and the private sector in understanding the importance of different factors that influence motivation of employees and the profitability of organisations. Should organisations re-align their focus on motivation of employees by taking cognisance of the elements addressed in this study, it could have a positive effect on the productivity of individual firms as well as on national productivity. The purpose of this study was to establish which motivational factors have an effect on the motivation of employees that would affect their individual, the organisational performance and customer satisfaction. The study aimed at firstly identifying motivational factors that has an influence on organisational performance. Secondly, investigating the effect of employee performance on organisational performance and thirdly investigating the impact of employee performance on customer satisfaction. The primary objective of this study was to establish which motivational factors have an effect on the motivation of employees thus affecting their individual and organisational performance and customer satisfaction. The relationship between work motivation, performance and productivity is complex. Although work motivation seems to have a significant impact on performance and productivity, it is certainly not the only influencing factor (Fisher, Katz, Miller & Thatcher 2003:82). Research has indicated that besides motivation, productivity is influenced by a variety of factors which could include the employee’s ability, skills, training, and availability of resources, management practices and economic conditions. In the light of the above, this study endeavoured to establish which dominant motivational factors have an influence on employee, corporate performance and customer satisfaction. Different motivational factors including hygiene factors, such as attitude, job satisfaction, rewards, leadership styles and communication were discussed as well as their influence on employee and organisational performance Information was gathered through secondary research. The investigation also included an exploration of different research methodologies, methods of data collection and analysis for this specific study. The main empirical research findings indicated that there is a positive relationship between motivator factors and employee performance as well as between management communication and employee performance. It is recommended that a policy and control manual should be compiled and distributed to new employees as part of their induction programme. The policies should be updated annually to incorporate changes in the organisation and to indicate to employees that management is serious about creating positive relationships between employees and employers. There is also a positive relationship between employee performance and organisational performance. It is recommended that organisations implement employee performance management systems that link to organisational performance goals in order to be able to critically access the performance of the employee in relation to the broader goals and results of an organisation. The relationship between motivational factors and customer satisfaction should however be investigated further. There seems to be different views in the literature on whether customer satisfaction surveys (or other measurements) should be used to support this relationship.

Globalisation and the falling of trade barriers across the world have changed the way organisations conduct their business. Organisations have to become more competitive to compete against local rivals and imported products. Employees fulfil a vital role in this strategy and productive employees can enable organisations to accomplish this goal. Employees need to be motivated to contribute to the challenges of globalisation and ultimately the success of the organisation. Organisations therefore need to create a motivating climate wherein employees can perform. A number of motivational theories are recorded, but older theories make the assumption than an average human being exists. The more modern theories, which identify the relationship between dynamic variables, are more relevant but to a large extent do not consider the influence of trade unions. Trade unions are still very active in South Africa, and a combined effort by organisations and trade unions could result in a win-win outcome for both parties. Rewards and recognition drive behaviour which will result in enhanced productivity. Monetary rewards are the preferred incentive amongst employees, but the effect of training and development opportunities are often underestimated and under-utilised. Employees are generally eager to improve their skills levels, which could have a positive medium to long term impact on the organisation. Effective leadership is crucial to improved productivity and leaders have to create the environment for employees to perform. Traditional management styles are no longer effective and modern leaders have to develop their skills to achieve sustainability of the organisation.

The present study addresses the problems experienced by South African youth in making effective, informed career decisions. The goal of this study was to determine the effect of a career intervention programme on the career maturity and academic motivation of Grade 11 learners at Alphendale High School. Furthermore, the relationship between career maturity and academic motivation was explored. Using a pre-post test quasi-xperimental design it could be demonstrated that different dimensions of the learners’ career maturity and their academic motivation improved subsequent to the career intervention programme and therefore underscored the value of a career intervention programme.

This study was an attempt to determine the relationship between two broad motive patterns or sets and preference for one or the other of two specific types of information which an executive might expect to receive from his superior. An Intrinsic-Extrinsic motive dichotomy was utilized, while information preferences were divided into Job-related and Career-related information. Data were gathered from ninety-one mid-management executives by means of a paired-comparison questionnaire and a special ranking scale devised for this study. The data were then analyzed on the basis of four clearly defined Motivation-Information groups: (l) Intrinsic — Job-related (2) Intrinsic — Career-related (3) Extrinsic — Job-related and (4) Extrinsic — Career-related. Analysis of the results confirmed the following three hypotheses: (I) Intrinsically motivated executives will prefer job-related information over career-related information. (II) Extrinsically motivated executives view information generally (i.e.: either job-related or career-related) as more important than do intrinsically motivated executives. (Ill) There were a significantly larger number of intrinsically than extrinsically motivated executives. The fourth hypothesis, that: (IV) Extrinsically motivated executives will prefer career-related information over job-related information was rejected. / Arts, Faculty of / Psychology, Department of / Graduate

An experiment was performed to test the hypothesis that the performance of B.C. Indian children for non-material incentives would be inferior to their performance on the same task for material incentives. The reverse was expected to be true of middleclass white Canadian children. Working-class white children were expected to be intermediate. Sixty-six male Ss from 6 to 13 years were given fifty trials on a discrimination task. They were reinforced either by candy or by a light flash. Middle-class Ss were significantly superior to Indian and working-class Ss under non-material but not under material conditions. There was, however, no significant difference between Indians and working-class whites. Other measures included TAT stories scored, for n Achievement and an immediate-delayed reward choice. Each of these discriminated middle-class white Ss from the other two groups, but did not discriminate between Indian and working-class children. Middleclass Ss were much more likely to show achievement imagery and to choose a larger, delayed reward. Reservations about making generalizations from the results Of this sample were discussed; refinements in the procedures were proposed; and behavioral contrasts between the three subcultural groups were described with the view of presenting suggestions for further research in this area. / Arts, Faculty of / Psychology, Department of / Graduate