Inom privat sektor är kvinnor underrepresenterade på chefspositioner. Män anses enligt normen vara den naturliga ledaren, medan kvinnor möter otaliga hinder för att avancera då de inte når upp till samhällets bild av den ideala chefen. Statistik från år 2018 visar att könsfördelningen på chefspositioner i privat sektor utgörs av 67% män och 33% kvinnor. I och med ojämställdheten på chefspositioner är syftet med den aktuella studien att beskriva hur ledare arbetar med utvecklingsmöjligheter i praktiken och tolka det utifrån ett genusperspektiv. Teorin som ligger till grund för studien är ledarskapsverktygen motivering, feedback, utökat ansvar och befordran. Valet av ledarskapsverktygen har gjorts utifrån tidigare forskning med hänsyn till inkludering av både informella och formella aktiviteter. Motivering, feedback och utökat ansvar kan anses vara informella aktiviteter, vilka ledare kan använda i den dagliga verksamheten för att möjliggöra utveckling. Befordran å andra sidan kan ses som en formell aktivitet, vilket är det sista steget i processen som bekräftar goda prestationer. De fyra ledarskapsverktygen som ledare arbetar med ska främja jämlika utvecklingsmöjligheter. Homosocialitet, som innebär att män väljer män, påverkar arbetet med ledarskapsverktygen negativt och begränsar möjligheten till könsmångfald. Studien är av kvalitativ karaktär och empiriska data har samlats in genom en intervjustudie. Elva ledare med personalansvar från olika branscher har deltagit i semistrukturerade intervjuer, vars fokus var på de fyra ledarskapsverktygen. Empirin som erhållits från intervjuerna presenterar hur ledarna arbetar med ledarskapsverktygen, samt hur de förhåller sig till att ge likvärdiga utvecklingsmöjligheter till könen. Ledarnas svar visar att homosociala strukturer förekommer inom organisationerna. Emellertid är den negativa påverkan på kvinnors karriärmöjligheter inte lika framträdande som teorin indikerar. I diskussionen sammankopplas studiens empiri med teorin och identifierar två spår, de ledare som ser skillnader mellan könen och de som inte vill fokusera på kön alls. Studiens ena slutsats är att ledare bör arbeta med individanpassad motivering, prestationsbaserad feedback, kompetensbaserad tilldelning av utökat ansvar, samt objektiva befordringsförfaranden för att främja jämlika utvecklingsmöjligheter. Studiens andra slutsats är att spåret som beaktar könsskillnader anses tillgodose jämställda utvecklingsmöjligheter bättre då ledarna anpassar ledarskapsverktygen baserat på kön. / Within the private sector, women are unrepresented at managerial positions. According to the norm men are considered the natural leaders, while women encounter countless obstacles to advancing as they do not reach society’s image of the ideal leader. Statistics from year 2018 show that the gender distribution of managerial positions in the private sector consists of 67% men and 33% women. Due to the inequality in managerial positions, the purpose of the current study is to describe how leaders work with career opportunities in practice and interpret it from a gender perspective. The study is based on theory about the leadership tools motivation, feedback, extended responsibility, and promotion. The choice of leadership tools has been made based on previous research regarding the inclusion of both informal and formal activities. Motivation, feedback, and extended responsibility can be considered informal activities, which leaders can use daily to enable development. Promotion, on the other hand, can be seen as a formal activity, and is the last step in the process which confirms good performance. The four leadership tools that leaders work with should promote equal career opportunities. Homosociality, which means that men choose men, negatively affects the work with the leadership tools and limits the possibility of gender diversity. The study is of qualitative character and the empirical data has been collected through an interview study. Eleven leaders with personnel responsibilities from different industries have participated in semi-structured interviews, whose focus was on the four leadership tools. The empirical evidence from the interviews presents how the leaders work with the leadership tools, and how they provide equal career opportunities for the genders. The leaders' answers show that homosocial structures exist within the organizations. However, the negative impact on women's career opportunities is not as prominent as the theory indicates. In the discussion, the study's empirics are linked to the theory and identify two mindsets, the leaders who see differences between the genders and those who do not want to focus on gender at all. One of the study's conclusions is that leaders should work with individualized motivation, performance-based feedback, competence-based allocation of extended responsibility, and objective promotion procedures to encourage equal development opportunities. The second conclusion of the study is that the mindset that considers gender differences may better attain equal career opportunities since the leaders adapt the leadership tools based on gender.

Afrikaans text / Hierdie navorsing handel oar die verwantskap tussen prestasiemotivering en interpersoonlike style. Die konsepte wat in die navorsing beskryf word, is prestasiemotivering (vanuit 'n humanistiese raamwerk} en selfgelding, responsiwiteit en aanpasbaarheid (vanuit 'n behavioristiese raamwerk). Die gekose meetinstrumenter naamlik, die Bestuursmotiefvraelys vir prestasiemotivering en die lnterpersoonlike Verhoudingsvraelys vir interpersoonlike style, is op 'n steekproef van 155 middelvlakbestuurders wat die senior takseersentrum binne 'n semi-staatsdiens organisasie deurloop het, afgeneem. Die resultate is verwerk deur middel van korrelasie en regressie (enkelvoudig en meervoudig) tegnieke. Die korrelasie.:.analise het getoon dat daar 'n statisties betekenisvolle korrelasie bestaan tussen prestasiemotivering en selfgelding. Die enkelvoudige regressie-analise het getoon dat selfgelding, responsiwiteit en aanpasbaarheid 'n invloed op prestasiemotivering uitoefen. Die korrelasie- en regressie-analise dui daarop dat responsiwiteit en aanpasbaarheid 'n negatiewe invloed uitoefen op prestasiemotivering. 'n Moontlike voorspellingsmodel vir prestasiemotivering is nie ontwikkel nie, aangesien die integriteit van die resultate betwyfelword. / Hierdie navorsing handel oar die verwantskap tussen prestasiemotivering en interpersoonlike style. Die konsepte wat in die navorsing beskryf word, is prestasiemotivering (vanuit 'n humanistiese raamwerk} en selfgelding, responsiwiteit en aanpasbaarheid (vanuit 'n behavioristiese raamwerk). Die gekose meetinstrumenter naamlik, die Bestuursmotiefvraelys vir prestasiemotivering en die lnterpersoonlike Verhoudingsvraelys vir interpersoonlike style, is op 'n steekproef van 155 middelvlakbestuurders wat die senior takseersentrum binne 'n semi-staatsdiens organisasie deurloop het, afgeneem. Die resultate is verwerk deur middel van korrelasie en regressie (enkelvoudig en meervoudig) tegnieke. Die korrelasie.:.analise het getoon dat daar 'n statisties betekenisvolle korrelasie bestaan tussen prestasiemotivering en selfgelding. Die enkelvoudige regressie-analise het getoon dat selfgelding, responsiwiteit en aanpasbaarheid 'n invloed op prestasiemotivering uitoefen. Die korrelasie- en regressie-analise dui daarop dat responsiwiteit en aanpasbaarheid 'n negatiewe invloed uitoefen op prestasiemotivering. 'n Moontlike voorspellingsmodel vir prestasiemotivering is nie ontwikkel nie, aangesien die integriteit van die resultate betwyfelword. / This research deals with the relationship between achievement motivation and interpersonal styles. The concepts achievement motivation (from a humanistic point of view} and assertiveness, responsiveness and versatility {from a behavioristic point of view), have been described in this research. The chosen measuring instruments, namely the Management Motive questionnaire for achievement motivation and the Interpersonal Relations questionnaire for interpersonal styles, were administered by means of sampling a group of 155 from middle management who participated in the senior assessment centre in a semi-government organisation. The results were processed by using correlation and regression (simple and multiple) techniques. The correlation analysis showed significant statistical correlation between achievement motivation and assertiveness. The single regression analysis indicated that assertiveness, responsiveness and versatility have an influence on achievement motivation. The correlation and regression analysis showed that responsiveness and versatility impact negatively on achievement · motivation. The possible prediction model for achievement motivation has not been developed due to the integrity of the results being doubtful!. / Industrial and Organisational Psychology / MCOM (Bedryfsielkunde)

Afrikaans text / Hierdie navorsing handel oar die verwantskap tussen prestasiemotivering en interpersoonlike style. Die konsepte wat in die navorsing beskryf word, is prestasiemotivering (vanuit 'n humanistiese raamwerk} en selfgelding, responsiwiteit en aanpasbaarheid (vanuit 'n behavioristiese raamwerk). Die gekose meetinstrumenter naamlik, die Bestuursmotiefvraelys vir prestasiemotivering en die lnterpersoonlike Verhoudingsvraelys vir interpersoonlike style, is op 'n steekproef van 155 middelvlakbestuurders wat die senior takseersentrum binne 'n semi-staatsdiens organisasie deurloop het, afgeneem. Die resultate is verwerk deur middel van korrelasie en regressie (enkelvoudig en meervoudig) tegnieke. Die korrelasie.:.analise het getoon dat daar 'n statisties betekenisvolle korrelasie bestaan tussen prestasiemotivering en selfgelding. Die enkelvoudige regressie-analise het getoon dat selfgelding, responsiwiteit en aanpasbaarheid 'n invloed op prestasiemotivering uitoefen. Die korrelasie- en regressie-analise dui daarop dat responsiwiteit en aanpasbaarheid 'n negatiewe invloed uitoefen op prestasiemotivering. 'n Moontlike voorspellingsmodel vir prestasiemotivering is nie ontwikkel nie, aangesien die integriteit van die resultate betwyfelword. / Hierdie navorsing handel oar die verwantskap tussen prestasiemotivering en interpersoonlike style. Die konsepte wat in die navorsing beskryf word, is prestasiemotivering (vanuit 'n humanistiese raamwerk} en selfgelding, responsiwiteit en aanpasbaarheid (vanuit 'n behavioristiese raamwerk). Die gekose meetinstrumenter naamlik, die Bestuursmotiefvraelys vir prestasiemotivering en die lnterpersoonlike Verhoudingsvraelys vir interpersoonlike style, is op 'n steekproef van 155 middelvlakbestuurders wat die senior takseersentrum binne 'n semi-staatsdiens organisasie deurloop het, afgeneem. Die resultate is verwerk deur middel van korrelasie en regressie (enkelvoudig en meervoudig) tegnieke. Die korrelasie.:.analise het getoon dat daar 'n statisties betekenisvolle korrelasie bestaan tussen prestasiemotivering en selfgelding. Die enkelvoudige regressie-analise het getoon dat selfgelding, responsiwiteit en aanpasbaarheid 'n invloed op prestasiemotivering uitoefen. Die korrelasie- en regressie-analise dui daarop dat responsiwiteit en aanpasbaarheid 'n negatiewe invloed uitoefen op prestasiemotivering. 'n Moontlike voorspellingsmodel vir prestasiemotivering is nie ontwikkel nie, aangesien die integriteit van die resultate betwyfelword. / This research deals with the relationship between achievement motivation and interpersonal styles. The concepts achievement motivation (from a humanistic point of view} and assertiveness, responsiveness and versatility {from a behavioristic point of view), have been described in this research. The chosen measuring instruments, namely the Management Motive questionnaire for achievement motivation and the Interpersonal Relations questionnaire for interpersonal styles, were administered by means of sampling a group of 155 from middle management who participated in the senior assessment centre in a semi-government organisation. The results were processed by using correlation and regression (simple and multiple) techniques. The correlation analysis showed significant statistical correlation between achievement motivation and assertiveness. The single regression analysis indicated that assertiveness, responsiveness and versatility have an influence on achievement motivation. The correlation and regression analysis showed that responsiveness and versatility impact negatively on achievement · motivation. The possible prediction model for achievement motivation has not been developed due to the integrity of the results being doubtful!. / Industrial and Organisational Psychology / MCOM (Bedryfsielkunde)

Objective: The primary objective is to determine the preferred organisational characteristics and remuneration types for pharmacists and university students in South Africa. The primary objective will be realised and supported by meeting the secondary objectives, which are: * What organisational characteristics and remuneration types exist in the literature that could influence the employee’s perception of the organisation? * How do these characteristics and remuneration types differ between students and pharmacists? * How do these characteristics and remuneration types differ between different age groups? * How do these characteristics and remuneration types differ between different levels of experience? Methods: The research of this study will be conducted by means of a comparative literature review and a quantitative empirical study. The literature review will discuss the staffing situation in the pharmacy as it is currently experienced, as well as the aspects that might influence potential applicants in the future. The empirical investigation will be done by analysing pharmacists currently employed by a retail pharmacy chain organisation and the final-year pharmacy student class of a South African university. Quantitative research will be conducted by way of an anonymous questionnaire. Part one will be used to determine the demographics of the study populations. Part two will determine the current level of motivation as well as aspects pertaining to their preferred organisational characteristics and will include the following: * To determine the current organisational characteristics sought after by the pharmacists and pharmacy students in the study population; and * To determine the most preferred remuneration types for the pharmacists and pharmacy students in the study population. Results: It was noted that many organisational characteristics could influence the employee perceptions. From the analysed questionnaires, characteristics that include growth opportunities inside the organisation, using your pharmaceutical skills, physical working location, as well as manageable intensity of work were cited as the most important characteristics. The most important remuneration packages in the studied population were analysed to be: * A basic plus benefit system was preferred * A skills-based pay as the base of the remuneration package * A performance-based incentive system where benefits are rewarded according to merit * Incentives calculated from amount of personal output and not by business unit or organisational profit * Share options were popular as an added benefit It should be noted that the preferred remuneration packages do differ between students, pharmacists, pharmacy managers, different age groups and experience groups and can be personalised for each group. Conclusion: This study highlighted preferred organisational characteristics and remuneration types for retail pharmacists and final-year pharmacy students. It is recommended that a more in-depth study of the preferred organisational characteristics and remuneration types for retail pharmacists should be conducted. This study should also include the cost implications of hiring the most suitable candidate for a position versus the least suitable candidate. / MBA, North-West University, Potchefstroom Campus, 2014

Objective: The primary objective is to determine the preferred organisational characteristics and remuneration types for pharmacists and university students in South Africa. The primary objective will be realised and supported by meeting the secondary objectives, which are: * What organisational characteristics and remuneration types exist in the literature that could influence the employee’s perception of the organisation? * How do these characteristics and remuneration types differ between students and pharmacists? * How do these characteristics and remuneration types differ between different age groups? * How do these characteristics and remuneration types differ between different levels of experience? Methods: The research of this study will be conducted by means of a comparative literature review and a quantitative empirical study. The literature review will discuss the staffing situation in the pharmacy as it is currently experienced, as well as the aspects that might influence potential applicants in the future. The empirical investigation will be done by analysing pharmacists currently employed by a retail pharmacy chain organisation and the final-year pharmacy student class of a South African university. Quantitative research will be conducted by way of an anonymous questionnaire. Part one will be used to determine the demographics of the study populations. Part two will determine the current level of motivation as well as aspects pertaining to their preferred organisational characteristics and will include the following: * To determine the current organisational characteristics sought after by the pharmacists and pharmacy students in the study population; and * To determine the most preferred remuneration types for the pharmacists and pharmacy students in the study population. Results: It was noted that many organisational characteristics could influence the employee perceptions. From the analysed questionnaires, characteristics that include growth opportunities inside the organisation, using your pharmaceutical skills, physical working location, as well as manageable intensity of work were cited as the most important characteristics. The most important remuneration packages in the studied population were analysed to be: * A basic plus benefit system was preferred * A skills-based pay as the base of the remuneration package * A performance-based incentive system where benefits are rewarded according to merit * Incentives calculated from amount of personal output and not by business unit or organisational profit * Share options were popular as an added benefit It should be noted that the preferred remuneration packages do differ between students, pharmacists, pharmacy managers, different age groups and experience groups and can be personalised for each group. Conclusion: This study highlighted preferred organisational characteristics and remuneration types for retail pharmacists and final-year pharmacy students. It is recommended that a more in-depth study of the preferred organisational characteristics and remuneration types for retail pharmacists should be conducted. This study should also include the cost implications of hiring the most suitable candidate for a position versus the least suitable candidate. / MBA, North-West University, Potchefstroom Campus, 2014

Det finns många situationer där anläggningar inte kan inrymmas på den egna fastigheten och där flera fastigheter har behov av att använda anläggningen. En gemensamhetsanläggningkan vara ett sätt att lösa situationen på. Det förekommer ofta att flera ändamål ingår i en och samma gemensamhetsanläggning, inte minst inom detaljplanerade områden.Det ska föreligga båtnad för att kunna inrätta en gemensamhetsanläggning, vilket betyder att fördelarna av ekonomisk eller "annan art" överväger de kostnader och olägenheter som åtgärden innebär. Båtnad kan anses vara uppenbar för vissa anläggningar, t ex tillfartsväg för fastigheter från allmän väg. Det kan anses vara mindre klart att båtnad uppnås för t ex lekplatser, vilket är anledningen till varför just detta ändamål är en förutsättning för studiens genomförande. Syftet med studien är att undersöka hur båtnaden prövas vid bildande av gemensamhetsanläggning. De centrala frågeställningarna är: Kan det i förrättningsprotokollet utläsas attförrättningslantmätaren prövat båtnaden? Om förrättningslantmätaren prövat båtnaden med en vidare motivering, nämns fördelar av "annan art" eller sociala fördelar i denna? Innehåller förrättningsakten någon båtnadskalkyl? Kan det utläsas att förrättningen berörs av en gällande detaljplan? Studien baseras på kvantitativ undersökning av förrättningsakter. För att få en fördjupad förståelse av det insamlade materialet används hermeneutisk (texttolkande) metod och intervjuer. Studien har kommit fram till att förrättningslantmätaren inte prövar båtnaden med en vidare motivering. "Annan art" nämns inte alls i de studerade akterna och endast en av akterna har en partiell båtnadskalkyl redovisad. Det är tydligt att båtnadsbedömningen genomförs schablonmässigt, oavsett om uppenbar båtnad föreligger eller inte. Det tillsynes enkla syftet att undersöka hur förrättningslantmätare formulerar båtnad i anläggningsbeslut kan besvaras på olika vis. Hinder föreligger ej enligt 6 § anläggningslagen, är det korta svaret. Det långa svaret handlar om att det korta svaret innefattar många påverkande faktorer. En av dem är att förrättningslantmätaren ska arbeta snabbt, kostnadseffektivt och ge en god service åt medborgarna, i egenskap av myndighetsperson. / There are many situations where facilities cannot be accommodated within the confines of the property itself and where several properties have the need to use the facility. A joint facility can be a solution to the situation. There are often several facility purposes within the same joint facility, in zoning planed areas not the least. There has to be advantage when forming a joint facility, which means that the economic advantage or advantage of"alternate nature" must weigh more than the costs and inconveniences. Advantage can be considered as apparent for some facilities, for example road-access for properties from a public road. It can be considered to be less clear that advantage can be attained for children's playgrounds for example, which is the reason why this particular purpose is a prerequisite for the implementation of this study. The aim of this study is to examine the trial of the advantage when forming a joint facility. The core questions are: Can the cadastral surveyors trial of the advantage be deduced in the document records? If the cadastral surveyors trial of the advantage is further justified, is advantage of "alternate nature" or social advantages then mentioned? Do the documentcontain a calculation regarding the advantage? Can it be deduced that the cadastral procedure is affected by an operative zoning plan. The study is based upon a quantitative examination of cadastral procedure documents. Hermeneutical method and interviews have been used to acquire a deeper understanding ofthe collected materials. The study concludes that the cadastral surveyors trial of the advantage is not further justified. "Alternate nature" is not mentioned at all in the studied documents and only one document has declared a partial calculation. It is clear that the judgement of the advantage has been implemented with some kind of "copy-paste" template, regardless of whether advantage is apparent or not. The seemingly simple aim to examine how cadastral surveyors, in their decision regarding the facility,formulate their judgement of the advantage can be answered in different ways. The short answer is: No obstacles exist, according to the 6 § of the Swedish equivalence to the jointfacilities act (1973:1149). The story of the long answer is that the short answer includes many influencing factors. One of them is that the cadastral surveyor should work quickly,cost effectively and provide good service to citizens, as a government official.

The purpose of this study is to determine the factors that influence the work satisfaction of inspectors of education in the Northern Cape. This aim is achieved by firstly conducting a literature study on the nature of work satisfaction and factors responsible for inspector work satisfaction and/or work dissatisfaction. Secondly an empirical investigation is conducted on the perceptions of inspectors about factors influencing their work satisfaction. Finally, recommendations are made through which inspectors of education can achieve optimal work satisfaction for themselves. Findings from the literature study indicate that work context and work contents factors influence inspector work satisfaction. Work context factors mainly concern supervision and working conditions. Working conditions include aspects such as physical working conditions, leadership, interpersonal relationships, policy, participation in decision-making, salary, work safety, work security and the organizational climate. Work context factors relate to inspectors' needs for psychological growth and self-fulfilment viz., the needs for responsibility, recognition, promotion, the work itself and professional development. Findings from the empirical investigation indicate that the respondents are less satisfied in their jobs than is generally reported. Inspectors regard the satisfaction of work context factors as very important and are partly contended that these needs are satisfied. However there are numerous work context factors from which they derive relatively little work satisfaction, inter alia, working conditions with regard to some supervisory activities, participation in decision-making and strategic planning in the department of education, work security and work safety. The factors within the work context are experienced as mostly satisfying. The recommendations of this study emphasise the necessity of an effective line of communication between the Education Department and the regional office, and the Education Department should launch a penetrating investigation into the filling of vacancies at the level of inspectors. With the aim on participatory management as many as possible role-players should be involved at provincial level. With the aim of professional development of both newly appointed inspectors of education and more experienced inspectors of education a professional inclusion program must be developed regarding better role and task fulfilment. / Thesis (MEd)--PU for CHE, 1999

The aim of this research is threefold: • to determine the nature of job satisfaction; • to determine the factors which influence the job satisfaction of principals at secondary schools; and • to determine which factors influence the job satisfaction of principals at secondary schools in practice. In order to achieve these aims a literature study and empirical study were undertaken. The literature study was based on primary and secondary sources. A DIALOG computer search was undertaken with the keywords such as: work motivation; work satisfaction, teaching conditions; teacher motivation, secondary school and principal. The nature of job satisfaction was then discussed. Once the management factors that influence work satisfaction of principals were identified, they were grouped and discussed under the following headings: • factors that centres in the principal himself; • factors situated within the school; • factors at management level; • factors within the community; and • factors within the teaching career. A questionnaire was compiled from existing questionnaires (that of Hillebrand, 1989; Esterhuizen, 1989; Du Toit, 1994; Engelbrecht, 1996 and the Minnesota Importance Questionnaire, 1985). All principals at secondary schools in the Northern Cape Province, excluding schools of Correctional Services, were taken as target group in this research. The questionnaires were sent to principals within the target group. The information was statistically analized with the aid of a computer after with it was interpreted. Subsequent to these results recommendations were made. The empirical study showed that principals at secondary schools experience reasonable work satisfaction but that there are still certain factors which should be addressed. Certain recommendations are made on the basis of the empirical investigation. The most important recommendations are that the problem of work security should be addressed, rationalisation and assessment of teachers should be planned carefully and the communication between the school and the Education Department should be improved. Achievements of principals should receive more acknowledgement. / Thesis (M.Ed.)--Potchefstroom University for Christian Higher Education, 2000

The purpose of this study is to determine the factors that influence the work satisfaction of inspectors of education in the Northern Cape. This aim is achieved by firstly conducting a literature study on the nature of work satisfaction and factors responsible for inspector work satisfaction and/or work dissatisfaction. Secondly an empirical investigation is conducted on the perceptions of inspectors about factors influencing their work satisfaction. Finally, recommendations are made through which inspectors of education can achieve optimal work satisfaction for themselves. Findings from the literature study indicate that work context and work contents factors influence inspector work satisfaction. Work context factors mainly concern supervision and working conditions. Working conditions include aspects such as physical working conditions, leadership, interpersonal relationships, policy, participation in decision-making, salary, work safety, work security and the organizational climate. Work context factors relate to inspectors' needs for psychological growth and self-fulfilment viz., the needs for responsibility, recognition, promotion, the work itself and professional development. Findings from the empirical investigation indicate that the respondents are less satisfied in their jobs than is generally reported. Inspectors regard the satisfaction of work context factors as very important and are partly contended that these needs are satisfied. However there are numerous work context factors from which they derive relatively little work satisfaction, inter alia, working conditions with regard to some supervisory activities, participation in decision-making and strategic planning in the department of education, work security and work safety. The factors within the work context are experienced as mostly satisfying. The recommendations of this study emphasise the necessity of an effective line of communication between the Education Department and the regional office, and the Education Department should launch a penetrating investigation into the filling of vacancies at the level of inspectors. With the aim on participatory management as many as possible role-players should be involved at provincial level. With the aim of professional development of both newly appointed inspectors of education and more experienced inspectors of education a professional inclusion program must be developed regarding better role and task fulfilment. / Thesis (MEd)--PU for CHE, 1999

The aim of this research is threefold: • to determine the nature of job satisfaction; • to determine the factors which influence the job satisfaction of principals at secondary schools; and • to determine which factors influence the job satisfaction of principals at secondary schools in practice. In order to achieve these aims a literature study and empirical study were undertaken. The literature study was based on primary and secondary sources. A DIALOG computer search was undertaken with the keywords such as: work motivation; work satisfaction, teaching conditions; teacher motivation, secondary school and principal. The nature of job satisfaction was then discussed. Once the management factors that influence work satisfaction of principals were identified, they were grouped and discussed under the following headings: • factors that centres in the principal himself; • factors situated within the school; • factors at management level; • factors within the community; and • factors within the teaching career. A questionnaire was compiled from existing questionnaires (that of Hillebrand, 1989; Esterhuizen, 1989; Du Toit, 1994; Engelbrecht, 1996 and the Minnesota Importance Questionnaire, 1985). All principals at secondary schools in the Northern Cape Province, excluding schools of Correctional Services, were taken as target group in this research. The questionnaires were sent to principals within the target group. The information was statistically analized with the aid of a computer after with it was interpreted. Subsequent to these results recommendations were made. The empirical study showed that principals at secondary schools experience reasonable work satisfaction but that there are still certain factors which should be addressed. Certain recommendations are made on the basis of the empirical investigation. The most important recommendations are that the problem of work security should be addressed, rationalisation and assessment of teachers should be planned carefully and the communication between the school and the Education Department should be improved. Achievements of principals should receive more acknowledgement. / Thesis (M.Ed.)--Potchefstroom University for Christian Higher Education, 2000