M.Comm. / The organisation has shown tremendous growth over the past few years. Management processes however, have not grown and developed in line with organisational growth, resulting in performance not being managed effectively. This is especially evident in the more technical areas of the business where systematic processes are used to a great extent. In these areas, the lack of standards and defined outputs have contributed to business goals not always being achieved. It was further difficult, and sometimes impossible for staff to be transferred between different divisions of the business due to the total lack of a job grading system with remuneration parameters linked to this. On top of this, a general dissatisfaction was evident amongst personnel, which made it very difficult for management to maintain a motivated workforce. Keeping the above in mind, it became necessary to establish exactly what caused personnel to be dissatisfied, in order for the organisation to eliminate these factors and work towards promoting factors which would motivate personnel. It would not be sufficient though to merely address the abovementioned problems. Different motivational theories were researched to assist in identifying the cause of the dissatisfaction. Most of the theories mainly consider motivation from a personal perspective, while Herzberg also considers the job and the place of work. This in my mind, creates a context within which an organisation's motivational problems can accurately and successfully be researched. For this reason, Herzberg's theory was found to be the more appropriate one for purposes of this study.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:uj/uj:9865 |
| Date | 10 September 2012 |
| Creators | Senekal, Etienne |
| Source Sets | South African National ETD Portal |
| Detected Language | English |
| Type | Thesis |
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