Thesis (MBA (Business Management))--University of Stellenbosch, 2008. / ENGLISH ABSTRACT: The modern world of business has accepted the fact that true organisational
competitive ability lies hidden in the depths of individual human beings and their
commitment to deliver super standard outputs. The secret to outperforming
competitors has become increasingly dependent on the levels of performance
delivered by an organisation’s employees, and an age old burning question has yet
again risen to the fore: What are the factors that influence employee work
performance?
This study presents the background to this question by clearly defining the problem
and the relevant definitions of concepts and terms generally used in the arena of
employee work performance.
An overview of employee work performance is introduced by applying a suitable
model to explain job performance where after the measurement of employee work
performance is investigated. Consideration is given to the different types of
performance measurement, the people responsible for measuring employee work
performance as well as the reasons for measuring performance.
Upon clearly establishing a proper frame of reference with regard to employee work
performance, the factors influencing performance are discussed under the topics of
motivation and rewards. Motivation and its influence on employee work performance
is approached from a top down perspective considering in the first place the different
groupings or categorisation of motivational theories, where after those motivational
theories under consideration are discussed in more detail.
Rewards, as a factor influencing employee work performance, is considered to be
applied in the form of remunerative compensation and relational rewards, while
constantly applying the concept of total rewards and it’s ability to influence employee
work performance as a more recent approach to reward management.
Remunerative compensation is first considered as applied by three theories of
motivation upon which follows a more detailed discussion on the details of
remunerative compensation rewards. Relational rewards are considered in different
categories or groups with special emphasis on their role as applied to the total
rewards approach.
The study concludes by summarising the findings with regard to employee
performance, employee motivation and rewards, and finally presents a discussion on
different trends pertaining to reward management. / AFRIKAANSE OPSOMMING: Die moderne besigheidswêreld het reeds aanvaar dat die ware vermoë van ‘n
maatskappy om te kompeteer in die diepte van individuele mense en hul toewyding
tot bo-gemiddelde uitsette rus. ‘n Maatskappy se vermoë om suksesvol te
kompeteer word meer-en-meer afhanklik van die vlakke van prestasie van die
maatskappy se werknemers, en die oer-oue vraag kom daagliks weer na vore:
Watter faktore beϊnvloed ‘n werknemer se werksprestasie?
Die studie lewer die agtergrond tot hierdie vraag deur die probleem duidelik te
identifiseer asook die relevante definisies van algemeen gebruikte konsepte en
terme wat betrekking het op werknemer werksprestasie.
‘n Oorsig van werknemer werksprestasie word voorgestel deur die toepassing van ‘n
gepaste model om werksprestasie te verduidelik waarna die meting van
werksprestasie ondersoek word. Verskillende tipes prestasie-meting, die mense wat
verantwoordelik is vir die meting van werknemer werksprestasie asook die redes vir
die meting van werksprestasie word oorweeg.
Nadat ‘n duidelike verwysingsraamwerk met betrekking tot werknemer
werksprestasie daargestel is, word die faktore wat werksprestasie beϊnvloed onder
die hoofde van motivering en vergoeding bespreek. Die invloed van motivering op
werknemer werksprestasie word benader vanuit ‘n oorhoofse perspektief deur eers
die verskillende groeperings en kategorieë van motiveringsteorieë te oorweeg,
waarna die spesifieke motiveringsteorieë wat betrekking het op hierdie studie in meer
detail bespreek word.
Vergoeding, as ‘n faktor wat werknemer werksprestasie beϊnvloed, word beskou in
die vorm van geldelike vergoeding asook verhoudings-vergoeding, terwyl die konsep
van totale of algehele vergoeding en die invloed wat dit op werknemer
werksprestasie het, deurentyd toegepas word as ‘n meer moderne benadering tot
vergoedingsbestuur.
Geldelike vergoeding word eerstens beskou uit die standpunt waar drie
motiveringsteorieë respektiewelik daarop toegepas word, waarna ‘n meer
gedetaileerde bepreking aangaande geldelike vergoeding volg. Verhoudingsvergoeding word beskou soos toegepas in verskillende groepe of kategorieë met
spesiale fokus op die rol wat gespeel word in die totale of algehele
vergoedingsbenadering.
Die studie volstrek deur die bevindinge met betrekking tot werknemer
werksprestasie, werknemers motivering en vergoeding op te som, waarna met ‘n
finale bespreking van verskillende toekomspatrone met betrekking tot
vergoedingsbestuur afgesluit word.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/829 |
| Date | 03 1900 |
| Creators | Van der Merwe, Izak Wilhelmus |
| Contributors | Van Dyk, Laetitia, University of Stellenbosch. Faculty of Economic and Management Sciences. Graduate School of Business. |
| Publisher | Stellenbosch : University of Stellenbosch |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
| Rights | University of Stellenbosch |
Page generated in 0.0021 seconds