The purpose of this study was to examine the relationships between adolescent work ethics and caregiver support and employment experiences. For this study, 114 adolescents from a local High School and their caregivers completed questionnaires. The adolescent’s questionnaire contained questions on demographics, caregivers support, perceptions of optimism and pessimism toward employment, and work ethics. The caregiver’s questionnaire included questions on demographics, educational attainment, and employment situation, status and type. Caregiver support and adolescents’ perceived optimism toward employment had a significant relationship with adolescents’ work ethics, where more support was associated with stronger work ethics, affecting a considerable number of the work ethic dimensions. The caregiver employment variables had a lesser impact, where any significant outcomes showed a relationship with only one or two of the adolescents’ work ethic dimensions. Overall, the caregiver group that was identified as primarily mothers had a stronger effect on the adolescents’ work ethics than the other caregiver group of mostly fathers. These findings suggest that caregiver support and the perceived optimism adolescents have toward employment, when evaluating their caregivers’ employment experiences, have a stronger influence on adolescents’ work ethics than the caregiver employment situation, status, or type. The implications of these findings are discussed.

Published Article / The purpose of this study was to investigate the relationship between job satisfaction and work ethics using participants from a South African and Zimbabwean University. 200 participants took part in the study. 60 academic and 40 non-academic members of staff were randomly drawn from each of two universities, one form each country. Significant correlations were reported between overall satisfaction and having a lot of money and investing it, working like a slave at everything one does until satisfaction, hard and succeeding, life meaningfulness and leisure time, leisure time interesting than work, and learning better on the job by striking out boldly on their own than by following the advice of others. Overall, a comparison between the South African and Zimbabwean group showed that the two groups differ on 25 out of the 65 variables with the South African group exhibiting higher mean scores.

This thesis explores the ethical development of social workers and the role of supervision in that development. It begins with an examination of the social work context for the study, including the early history of social work and the ways in which it was influenced by the major social and cultural movements of the late 20th century, concluding with a discussion of both the threats posed and the possibilities emerging for social work in the 21st century. It then considers the ethical context for the study. It investigates the ethical theories and traditions that have contributed to the development of social work ethics and the role of professional ethics (including codes of ethics). It then proposes that a pluralist approach to social work ethics is the most appropriate way forward. This is followed by an examination of ethical development and the importance of reflection. Various models of ethical decision-making are compared and an inclusive, reflective model is found to be the most appropriate for social work in terms of both particular dilemmas faced and the overall development of workers as ethical decision-makers. The focus of the thesis then moves to supervision, exploring its history, its central place in social work and some of the problems that can arise for both supervisors and the social workers they supervise. It is argued that the reflection required to develop as ethical decision-makers is most logically located within the relationship and processes of supervision and that supervisors have an important role in guiding that reflection and development. The next part of the thesis describes the qualitative and action research strategies employed and examines the results emerging from the data. Participants in the focus groups were social workers who supervise other social workers, and they each met for two sessions, six months apart. Between the two sessions, they were asked to trial in supervision a framework for reflection on practice. The data emerging from the groups reflected the theoretical development begun in the early chapters, including the importance of reflection and the role of supervision in assisting the ethical development of workers, particularly in terms of deconstructing dilemmas and being able to articulate the reasons for decisions made. The thesis concludes that no one ethical theory is sufficient to support the ethical decision-making required for the practice of social work. Rather, a pluralist approach that allows a dilemma to be considered from a number of theoretical perspectives is more appropriate. Alongside this, an inclusive, reflective model of ethical decision-making reflects that pluralist approach and supports the ethical development of the individual worker. Supervision is vital in guiding the reflection required to make justifiable ethical decisions and to develop as ethical decision-makers.

There are different factors that contribute to the development of work ethics. One such factor is the individual in relation to the work, the organisation and the environment. Work ethics are believed to be related to performance, productivity and the disciplining of extreme misconduct. Work ethics are also associated with economic success. It is recommended that the organisation should find out more about work ethics and how work ethics could be to the advantage of the organisation. The general aim of this research was to determine the work ethic of the employees in the Platinum mine industry. Work ethics were defined in detail from the literature and the most important factors that influence it were analysed. A qualitative research design based on the phenomenological approach was used. The purpose of this was to understand the individual in his or her totality and to make a qualitative analysis of a person's conscious world. A questionnaire and interviews were used to determine employees' experience of work ethics. Content analysis was done to define, examine, analyse, quantify and interpret the research findings. The results of the empirical study were discussed according to the themes of religion, culture, individualism, group dynamics and organisational factors. It was found that factors influencing work ethics have different effects on different people. Etiology, determinants and work-related beliefs in different settings must also be taken into account. It was evident that people who espouse work ethics are more productive, successful and satisfied. Recommendations for future research were indicated. / Thesis (MA (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

There are different factors that contribute to the development of work ethics. One such factor is the individual in relation to the work, the organisation and the environment. Work ethics are believed to be related to performance, productivity and the disciplining of extreme misconduct. Work ethics are also associated with economic success. It is recommended that the organisation should find out more about work ethics and how work ethics could be to the advantage of the organisation. The general aim of this research was to determine the work ethic of the employees in the Platinum mine industry. Work ethics were defined in detail from the literature and the most important factors that influence it were analysed. A qualitative research design based on the phenomenological approach was used. The purpose of this was to understand the individual in his or her totality and to make a qualitative analysis of a person's conscious world. A questionnaire and interviews were used to determine employees' experience of work ethics. Content analysis was done to define, examine, analyse, quantify and interpret the research findings. The results of the empirical study were discussed according to the themes of religion, culture, individualism, group dynamics and organisational factors. It was found that factors influencing work ethics have different effects on different people. Etiology, determinants and work-related beliefs in different settings must also be taken into account. It was evident that people who espouse work ethics are more productive, successful and satisfied. Recommendations for future research were indicated. / Thesis (MA (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

The current process of continuous change in South Africa causes that the outdoor instructor and recreation services are confronted with a variety of demands: the demand for better service delivery, more comprehensive and multi-purpose programs, higher training requirement in practice, better facilities, more expected outcomes by the consumer and a safer environment. Further challenges for the outdoor instructor include long work hours, consecutive camps and intense programs during which high risk and responsibility form part of the work circumstances of the outdoor instructor. Responsibility includes the physical, emotional, social and spiritual welfare of both the outdoor instructors and the participants. Pressure on the adventure organisation/-centre and the outdoor instructor to provide in the expected need can lead to several different factors (organizational policy and procedures; specific work aspects; personality factors) influencing the outdoor instructor's work experience with regard to satisfaction or dissatisfaction. Work satisfaction or work dissatisfaction is an emotional attitude that indicates the extent to which the individual's needs and expectations within the work environment are satisfied. The extent to which these needs are satisfied, can play a role in the staff turn-over amongst outdoor instructors in other words, the permanent withdrawal of a worker from a worker organisation. A qualitative research design has been employed to determine the experienced relation between the personal and organizational factors that influence the work satisfaction of the outdoor instructor. From the available population of seven adventure organizations within the Gauteng and North-West Provinces, participants were selected by way of a probability selection. Eleven outdoor instructors agreed to take part in the study and were questioned through the use of semi-structured interview based on an interview schedule. The data was analysed after completion of the interviews based on Tesch and Giorgi's methods of content analysis. Results were evaluated from literature and based on the results, the conclusion can be reached that outdoor instructors experience the work as positive with regard to personality factors if the work falls within the outdoor instructor's interest and work ethics. Most outdoor instructors seemed to experience the work as negative with regard to the organisation policy and procedures, as well as certain work aspects. In cases where the outdoor instructors' work satisfaction was low, it had the potential to lead to high staff turn-over. There is in other words a relation between the work satisfaction of the outdoor instructor and his experience with regard to values, field of interest and organisational factors. With regard to this study and the findings, three hypotheses are accepted. Guidelines were formulated in addition to the conclusions regarding recreation research, recreation teaching and recreation practice. These guidelines contribute to the improvement of the work satisfaction of outdoor instructors and the lowering of staff turn-over at adventure organizations. The guidelines indicate further adjustments which organisations can make to keep outdoor instructors. These guidelines include the following: Guidelines to improve the experience relation between organisation environment and work satisfaction of the outdoor instructor with regard to work routines, terrain, finances, staff, time and organisational approach. There are also guidelines to improve the relation between field of interest, work ethics and work satisfaction of the outdoor instructor. / Thesis (M.A. (Recreation Science))--North-West University, Potchefstroom Campus, 2010.

The current process of continuous change in South Africa causes that the outdoor instructor and recreation services are confronted with a variety of demands: the demand for better service delivery, more comprehensive and multi-purpose programs, higher training requirement in practice, better facilities, more expected outcomes by the consumer and a safer environment. Further challenges for the outdoor instructor include long work hours, consecutive camps and intense programs during which high risk and responsibility form part of the work circumstances of the outdoor instructor. Responsibility includes the physical, emotional, social and spiritual welfare of both the outdoor instructors and the participants. Pressure on the adventure organisation/-centre and the outdoor instructor to provide in the expected need can lead to several different factors (organizational policy and procedures; specific work aspects; personality factors) influencing the outdoor instructor's work experience with regard to satisfaction or dissatisfaction. Work satisfaction or work dissatisfaction is an emotional attitude that indicates the extent to which the individual's needs and expectations within the work environment are satisfied. The extent to which these needs are satisfied, can play a role in the staff turn-over amongst outdoor instructors in other words, the permanent withdrawal of a worker from a worker organisation. A qualitative research design has been employed to determine the experienced relation between the personal and organizational factors that influence the work satisfaction of the outdoor instructor. From the available population of seven adventure organizations within the Gauteng and North-West Provinces, participants were selected by way of a probability selection. Eleven outdoor instructors agreed to take part in the study and were questioned through the use of semi-structured interview based on an interview schedule. The data was analysed after completion of the interviews based on Tesch and Giorgi's methods of content analysis. Results were evaluated from literature and based on the results, the conclusion can be reached that outdoor instructors experience the work as positive with regard to personality factors if the work falls within the outdoor instructor's interest and work ethics. Most outdoor instructors seemed to experience the work as negative with regard to the organisation policy and procedures, as well as certain work aspects. In cases where the outdoor instructors' work satisfaction was low, it had the potential to lead to high staff turn-over. There is in other words a relation between the work satisfaction of the outdoor instructor and his experience with regard to values, field of interest and organisational factors. With regard to this study and the findings, three hypotheses are accepted. Guidelines were formulated in addition to the conclusions regarding recreation research, recreation teaching and recreation practice. These guidelines contribute to the improvement of the work satisfaction of outdoor instructors and the lowering of staff turn-over at adventure organizations. The guidelines indicate further adjustments which organisations can make to keep outdoor instructors. These guidelines include the following: Guidelines to improve the experience relation between organisation environment and work satisfaction of the outdoor instructor with regard to work routines, terrain, finances, staff, time and organisational approach. There are also guidelines to improve the relation between field of interest, work ethics and work satisfaction of the outdoor instructor. / Thesis (M.A. (Recreation Science))--North-West University, Potchefstroom Campus, 2010.

Dying is not only a highly personal topic, but we cannot forget that it is also a social theme, because people who are near death are always affected not only by other people but by society as well. Social workers and those in services that help the dying to live a meaningful, dignified, and painless existence in the interim must make a number of decisions, many of which being uneasy or uncomfortable, even in some cases where they have no clear solution. It is these problematic cases that these workers meet in their daily life. This thesis is therefore focused on the dilemmas faced by social workers that work with the dying. The theoretical part introduces problems of social work in the context of the dying. In order to understand a particular context, it must be something about the problems of dying to know why their work occasionally works as terms like dying, death and palliative care. As a crucial part of the work is the problem of dilemmas, where I come from Musil (2004) concept of everyday dilemmas. The theoretical part is devoted only dilemmas that research has not been proven. Other dilemmas are more specified in the empirical part. In the empirical part, I am setting one main goal, in which I try to find out what some of the dilemmas are that the staff working in social services with the dying people experience (such as in hospices, nursing homes, and retirement homes) and how to solve those dilemmas. To that end, I set two main research questions and six sub-research questions. To collect my data I chose the qualitative research method of questioning through semi-structured interviews. For the research sample, I chose the method of random selection. The research had to meet a set of predetermined criteria. For my data processing research, I chose the method of case studies. The research occurred in phases, where the first stage was partial, and then subsequently I conducted my own research. My goal in this work was to identify the problems experienced by people who provide social services to the dying, and how these are solved. The results have shown that they are indeed faced with many challenges. The research revealed nine such examples, while some individual workers had repeated instances. Further research showed that workers in most cases solve dilemmas as best as their knowledge and conscience permit. Accumulated experience is probably the most valuable asset in dealing with such situations, and the majority of respondents considered it important to discuss the issues faced by a multidisciplinary team. I believe that my work goals were met successfully and the research questions provided answers. My work could serve as a basis for a conference or for a technical article dealing with these issues in more detail.

One of the world’s fastest growing banking methods today is Shariah compliant banking, with the number of Islamic banking and finance institutions growing from one in 1975 to more than three hundred today in more than seventy-five countries around the world, holding assets valued around US$1 trillion. However, research and understanding regarding the management in decision-making in the Islamic banking industry is underdeveloped. This study, unlike previous research, applies Islamic Work Ethics (IWE’s) and Participatory Decision-Making (PDM) to inspect both their influence and outcomes. However, despite PDM’s maturity and validity in different contexts, very little published literature strives to extend its capability in the Islamic banking context. Both PDM and IWE’s have found to lead to greater job satisfaction and commitment; however, interrelationships have not yet been studied. As a result, it is unclear if the PDM approach to determining whether or not employees should be involved in the decision-making process is applicable with IWE’s or within Islamic banking and developing country contexts. As a result, a need arises for the addition of factors, which may potentially develop the understanding of employee involvement in decision-making, as misuse and lack of understanding of PDM may lead to low job satisfaction and commitment. The current study is sorted into multiple stages as to carry out the entire research. To start with, the introduction section of this study provides the setting of the research including the background of the study, aims, objectives and research questions. Moving on, a critical literature review is provided as to identify key points in previous studies. As a result, research hypotheses are extracted, which provides the relationships being tested, of which the theoretical framework is based. Next, the methodology, which is applied in the study, is identified and justifications for data collection methods, analysis tools and multiple tests are provided. Afterwards, questionnaires were distributed to front desk employees working within the Kuwaiti Islamic banking industry as the sample for primary data. Following, vi data analysis is carried out, from which the findings and accepting and rejecting of analysis is reliant upon. Outcome identified that employee desires to be involved in decision-making was greatly influenced by IWE’s. Also, employees desire to be involved in decision-making differentiated significantly based on whether or not decisions were based on actual work or regarding fellow co-workers. Finally, theoretical and managerial implications are provided, as well as suggestions for future research.

Critical literature on social work ethics and practice in the current neoliberal context identifies the complex tensions generated for practitioners by the restructuring of increasingly residual public programs and by the market-modelled organizations in which they work. Pressed by employing organizations’ expectations to narrow and standardize their practice, social workers face collisions between their own values and the managerial and budget-driven requirements that dominate their organizational worlds. Building on the growing body of literature in this area, the research reported here examined how social workers articulate their own values and ethical commitments, understand the value collisions they experience, and work to navigate them in the interest of those they seek to serve. A small qualitative study was conducted to explore these questions. In semi-structured interviews, five social workers were invited to share their experiences of ethical tensions generated in their organizational settings. The members of the sample all held social work degrees; their ages and length of practice experience ranged considerably and they spoke from experiences in a wide array of service sectors and settings. Analysis of participants’ experiences illuminated the texture of their struggles and their efforts to covertly and overtly challenge or evade organizational requirements that were at odds with their values and their conceptualizations of good practice. Their accounts point to the importance of politicized understandings of social work ethics. They also suggest the importance for social work education and professional development programs to foster dialogue on the complexities of ethical action and support the development of the analytical and practical skills that enable practitioners to find the ‘cracks’ in dominant neoliberal structures and create spaces for change. / Thesis / Master of Social Work (MSW)