Thesis (MBA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: Wealth today cannot be merely measured by material acquisition but also by depth
of knowledge, wisdom and understanding. This knowledge, wisdom and
understanding lie in the human capital of the organisation. The dynamic nature of
business today demands a constant renewal in the aspirations of the employee.
Therefore, the performance of the employee in any organisation becomes the most
important component. If an organisation is to gain competitive advantage, it must
understand how people think, feel and act and then utilize that understanding to
increase human performance.
The study argues that one of the important feelings that must be understood in
order to increase people effectiveness in an organisation is career management.
Career management is investing in the minds of the people. The minds of the
people are the source of wealth. Developing people to improve their knowledge,
skills and capabilities is fundamental to the overall performance of an organisation.
Career management helps identify specific talents and behaviours an individual
must bring to the job. Career management also brings prosperity and job
satisfaction to the individual. Career management as a system to capitalize on the
employee's talents and potential should begin with a strong emphasis on personal
empowerment and the elimination of self-directed negativity.
Against this background, the study looks very deeply into the importance of self
management. Further, the organisation itself needs to understand that peak performance is not an event but the life of the business. Whenever the results are
announced the competitor listens to establish ways of doing the best. To keep up
with the spirit of competitive advantage and gaining peak performance all the time,
the organisation must constantly devise means to engage the emotional
commitment of the employee. Such means must include career management
strategies as also an attempt for employee retention. The organisation must
position itself to be a facilitator of career coaching. As a facilitator of career
coaching the organisation is able to plan the career success and happiness of the
employee. / AFRIKAANSE OPSOMMING: Vandag se rykdom kan nie net slegs deur middel van materiële geskat word nie
maar asook deur diepsinningheid van wetenskap, wysheid en begrip. Hierdie
kennis, wysheid en verstand rus in die menslike kapitaal van die organisasie. Die
dinamiese soort van besighede deesdae verlang 'n gedurige hernuwing in die
strewe van die werknemer. Daarom is dit die prestasie van die werknemer in enige
organisasie wat die mees belangrikste komponent is. As die organisasie 'n
mededingende voordeel wil bereik,moet die organisasie verstaan hoe mense dink, voel
en optree,dan daardie verstand aanwend om menslike vermoëte verbeter.
Die studie dui aan dat een van die belangrikste gevoelenswaardes wat begryp
moet word om mense se vermoë te verbeter in 'n organisasie, is loopbaanbestuur.
Loopbaanbestuur belê in die mense se verstandelike vermoë omdat dit 'n bron van
rykdom is. Ontwikkeling van mense om hulle kennis, vermoë en bekwaamhede te
verbeter is die grondbeginsel tot die totale prestering van die organisasie.
Loopbaanbestuur help om spesifieke talente en houdings te identifiseer wat 'n
individu aan die werk moet bring. Loopbaanbestuur bring asook voorspoed en
werksbevrediging aan die individu. Loopbaanbestuur as 'n stelsel wat kapitaliseer
op die werknemers se talent en potensiaal moet begin met 'n sterk klem op
selfbestuur en die verwydering van persoonlike negatiewe. Teen hierdie
agtergrond, kyk die studie baie diep na die belangrikheid van selfbestuur. Verder,
behoort die organisasie te begryp dat topprestasies nie 'n gebeurtenis is nie, maar
die siel van die besigheid is. Wanneer die uitslae aangekondig word, luister die mededinge en doen sy beste om aan nuwe maniere te dink om sy beste voor te lê.
Om by te bly met die mededingende voordeel en om die hoë prestasie te bereik
teen alle tye moet die organisasie aanhoudelik met metodes voorendag kom sodat
die werknemer emosioneel verbind is tot die organisasie. Sulke middelweë moet
loopbaan beheer strategies insluit asook 'n poging om werknemer te behou. Die
organisasie moet homself so plaas dat hy 'n fasiliteerder van loopbaan afrigting is.
Deur as fasiliteerder van loopbaan afrigting op te tree word dit moontlik om
loopbaansukses en gelukkigheid van die werknemer te bewerkstellig.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/53348 |
| Date | 03 1900 |
| Creators | Hako, Vuyani Wellington |
| Contributors | Denton, M., Stellenbosch University. Faculty of Economic & Management Sciences. Graduate School of Business. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Format | 101 p. |
| Rights | Stellenbosch University |
Page generated in 0.0141 seconds