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The subject area for the study was that of job satisfaction in a chemical industry production unit and the various dimensions by which it is constituted. The study will focus on the dimensions which are found to have the biggest impact on the job satisfaction of employees at the production unit. As job satisfaction creates confidence in personnel which ultimately leads to improved quality in the output of the employees, it is a crucial task of management to instil job satisfaction within their employees (Tietjen & Myers, 1998:226). The challenge lies therein as to how management should go about to realize the job satisfaction of the staff, as it is “not the simple result of an incentive program” (Tietjen & Myers, 1998:226). Qualitative research by means of structured interviews was implemented in the study. The sample consisted of 8 Production Foremen and 51 Production Process personnel who were interviewed during four focus group sessions, and a former Production Area Manager from the unit who was interviewed separately. Quotations from transcribed tape recordings of the interviews were sorted or categorized according to the themes (or dimensions) they represented before being analysed. As a measure to ensure the validity of the research, the questions of the interviews were structured in such a way that the data of some of the questions had to either correspond, or not, to show the validity thereof. Current research found that several studies have attempted to identify the determinants for job satisfaction, but there is no agreed consensus as to the exact dimensions (Kreitner & Kinicki, 2008:170; Vieira, 2005). The findings of this research showed that job satisfaction is a conglomeration of MANY dimensions, with no absolutes, which need to be present in the correct mix in order for an employee to be happy or satisfied. Thus focusing on only one dimension will provide little success. It is proposed that an integrated strategy with the most common dimensions (in this instance: teamwork, leadership traits, and working conditions) are followed to establish a working environment that is conducive to satisfied employees, not forgetting that one of the most important dimensions is that of the employees themselves. / MBA, North-West University, Potchefstroom Campus, 2014

The subject area for the study was that of job satisfaction in a chemical industry production unit and the various dimensions by which it is constituted. The study will focus on the dimensions which are found to have the biggest impact on the job satisfaction of employees at the production unit. As job satisfaction creates confidence in personnel which ultimately leads to improved quality in the output of the employees, it is a crucial task of management to instil job satisfaction within their employees (Tietjen & Myers, 1998:226). The challenge lies therein as to how management should go about to realize the job satisfaction of the staff, as it is “not the simple result of an incentive program” (Tietjen & Myers, 1998:226). Qualitative research by means of structured interviews was implemented in the study. The sample consisted of 8 Production Foremen and 51 Production Process personnel who were interviewed during four focus group sessions, and a former Production Area Manager from the unit who was interviewed separately. Quotations from transcribed tape recordings of the interviews were sorted or categorized according to the themes (or dimensions) they represented before being analysed. As a measure to ensure the validity of the research, the questions of the interviews were structured in such a way that the data of some of the questions had to either correspond, or not, to show the validity thereof. Current research found that several studies have attempted to identify the determinants for job satisfaction, but there is no agreed consensus as to the exact dimensions (Kreitner & Kinicki, 2008:170; Vieira, 2005). The findings of this research showed that job satisfaction is a conglomeration of MANY dimensions, with no absolutes, which need to be present in the correct mix in order for an employee to be happy or satisfied. Thus focusing on only one dimension will provide little success. It is proposed that an integrated strategy with the most common dimensions (in this instance: teamwork, leadership traits, and working conditions) are followed to establish a working environment that is conducive to satisfied employees, not forgetting that one of the most important dimensions is that of the employees themselves. / MBA, North-West University, Potchefstroom Campus, 2014

The purpose of this study is to determine the impact of employee orientat ion on the implementat ion of market ing st rategy in the banking sector. To gain compet it ive advantage, a bank needs to be able to measure an aspect of its business that is not normally associated with f inancial gains or losses namely employee orientat ion.

The movement of nursing professionals from the public sector to the private sector, and from the private sector to foreign countries severely impact on the ability of developing countries to meet their domestic health care needs. In South Africa, the public health care system is facing serious human resource constraints, due to this migration. There simply aren’t enough experienced nurses to manage the escalating health care service consumption caused by factors such as population growth, increased burden of disease, the HIV/AIDS pandemic and decreased training of nursing personnel. A staggering 37 801 doctor and nurse posts are vacant in public hospitals and clinics (Kahn, 2008). Unless improved human resource management strategies are implemented urgently, the migration of health care workers from especially public service health institutions in South Africa will seriously hamper implementation of the stated health care reform strategy. This study investigates the reasons why South African nurses are leaving the public and private health sector, or their profession, or even the country as a whole. Based on the results of a survey of 67 nurses in the private and public health sectors in the northern Kwazulu Natal area, the study found that unfavorable working conditions together with low levels of job satisfaction caused by perceived reasons such as insufficient salaries, limited career advancement, ineffective management, excessive workload and safety concerns led to this state of job satisfaction. Most of the drivers responsible for this exodus can be attributed to the real or perceived deterioration in socio-political factors. The recommendations for the health care sector in South Africa are; • Review nurses salaries annually – not only during restructuring or crisis situations. • Ensure that nurse’s remuneration packages are competitive with those of similar professions. • Pay nurses incentives for working unsocial hours. • Pay nurses bonuses for acquiring additional qualifications. • Pay nurses who work late shifts additional allowances. • Train nursing managers. • Provide training and education opportunities for nursing staff. • Respect should be shown by managers, physicians and colleagues. • Improve the workplace environment and working conditions of nursing staff. • Improve overall morale by rewarding excellence and treating nurses with respect and dignity.

published_or_final_version / Social Work / Master / Master of Social Work

published_or_final_version / Business Administration / Master / Master of Business Administration

published_or_final_version / Business / Master / Master of Philosophy

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No description available.