Motivation levels of tuberculosis healthcare staff at a district hospital in Kenya
- Authors: Busolo, Mellanda Isia
- Date: 2012
- Subjects: Health services administration , Employee motivation , Tuberculosis -- Prevention
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:10135 , http://hdl.handle.net/10948/d1008292 , Health services administration , Employee motivation , Tuberculosis -- Prevention
- Description: Background: The success of tuberculosis (TB) treatment largely depends on healthcare team factors within a healthcare system, as healthcare workers play a vital role in fostering patient adherence to TB treatment. Strengthening motivation amongst Kenya’s TB healthcare workers should thus be reinforced in order to improve on clinical outcomes of TB treatment in Kenya. Objectives: To determine motivational needs of TB healthcare staff at a district hospital in Kenya and to provide recommendations on how to enhance their motivation. Design: TB healthcare workers including nurses, doctors, pharmacists and community healthcare workers were purposively sampled from a district hospital in Kenya. Their motivational levels were measured using a questionnaire adapted from Bennet and colleagues (2000). Key Findings: A high level of job satisfaction was present in more than 50 percent of the employees, although the ‘extrinsic job satisfaction’ sub-scale stood out as scoring relatively poorly in comparison to the other ‘job satisfaction’ sub-scales. Cognitive motivation yielded mixed results with 44 percent of respondents rating themselves as being satisfied, and 56 percent between neutral and very dissatisfied. The overall organisational commitment was positive, with the majority (60 percent) of respondents rating themselves as being committed to their organisation. The majority (96 percent) of workers rated their performance at work as very high. Conclusion: Improvement in staff motivation can be attributed to how well a hospital's management organises and runs its hospital. It was recommended that hospitals should provide an environment where motivational strategies are continuously implemented and where change is positively rewarded. This may, in turn, have a positive impact on TB treatment outcomes. The study may be of interest to key decision makers in Kenya’s healthcare system as well as TB programme managers, hospital managers and health managers in general. Further investigations are needed in order to determine whether Kenya’s public healthcare system has a staff retention strategy that is up to date with the motivational needs of Kenya’s health workforce.
- Full Text:
- Date Issued: 2012
- Authors: Busolo, Mellanda Isia
- Date: 2012
- Subjects: Health services administration , Employee motivation , Tuberculosis -- Prevention
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:10135 , http://hdl.handle.net/10948/d1008292 , Health services administration , Employee motivation , Tuberculosis -- Prevention
- Description: Background: The success of tuberculosis (TB) treatment largely depends on healthcare team factors within a healthcare system, as healthcare workers play a vital role in fostering patient adherence to TB treatment. Strengthening motivation amongst Kenya’s TB healthcare workers should thus be reinforced in order to improve on clinical outcomes of TB treatment in Kenya. Objectives: To determine motivational needs of TB healthcare staff at a district hospital in Kenya and to provide recommendations on how to enhance their motivation. Design: TB healthcare workers including nurses, doctors, pharmacists and community healthcare workers were purposively sampled from a district hospital in Kenya. Their motivational levels were measured using a questionnaire adapted from Bennet and colleagues (2000). Key Findings: A high level of job satisfaction was present in more than 50 percent of the employees, although the ‘extrinsic job satisfaction’ sub-scale stood out as scoring relatively poorly in comparison to the other ‘job satisfaction’ sub-scales. Cognitive motivation yielded mixed results with 44 percent of respondents rating themselves as being satisfied, and 56 percent between neutral and very dissatisfied. The overall organisational commitment was positive, with the majority (60 percent) of respondents rating themselves as being committed to their organisation. The majority (96 percent) of workers rated their performance at work as very high. Conclusion: Improvement in staff motivation can be attributed to how well a hospital's management organises and runs its hospital. It was recommended that hospitals should provide an environment where motivational strategies are continuously implemented and where change is positively rewarded. This may, in turn, have a positive impact on TB treatment outcomes. The study may be of interest to key decision makers in Kenya’s healthcare system as well as TB programme managers, hospital managers and health managers in general. Further investigations are needed in order to determine whether Kenya’s public healthcare system has a staff retention strategy that is up to date with the motivational needs of Kenya’s health workforce.
- Full Text:
- Date Issued: 2012
Relationships between psychological capital, work engagement and organisational citizenship behaviour in South African automative dealerships
- Authors: Harris, Chantel
- Date: 2012
- Subjects: Work -- Psychological aspects , Employee motivation , Job satisfaction -- South Africa , Organizational behavior , Automobile industry and trade
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:9395 , http://hdl.handle.net/10948/d1008059 , Work -- Psychological aspects , Employee motivation , Job satisfaction -- South Africa , Organizational behavior , Automobile industry and trade
- Description: Psychological capital (PsyCap), work engagement (WE) and organisational citizenship behaviour (OCB) are all positive constructs which research has indicated will have a positive impact on the bottom line. In light of Positive Organisational Behaviour, this has become increasingly important, particularly in the service industry where good service leads to satisfied customers and ultimately repeat purchases. This research took on the form of a cross- sectional design, using a composite questionnaire to measure PsyCap, WE and OCB. This was a self-report electronic questionnaire which was distributed via email to customer service representatives (N=276) from a national automotive company with dealerships in Gauteng and the Western Cape. The measurement models were revalidated for the South African sample of customer service representatives through conducting Exploratory Factor Analysis. PsyCap remained a four-factor structure, however lost items in the elimination process. Both the UWES and OCB instruments lost items and became two-factor structures. This makes the notion that these instruments are portable to the South African situation questionable. To confirm these structures, item parcelling was utilised and Confirmatory Factor Analysis was conducted. The results indicated that the new measurement models were better suited to the South African sample. Demographic groups had significant differences in the means for PsyCap, WE and OCB. Further to this, relationships between the constructs were tested through multiple regression and structural equation modeling. The most significant relationship was found between PsyCap and work engagement. Finally, PsyCap (barring optimism) and WE were found to load onto a single factor when testing for factorial independence, while OCB came out as a separate factor.
- Full Text:
- Date Issued: 2012
- Authors: Harris, Chantel
- Date: 2012
- Subjects: Work -- Psychological aspects , Employee motivation , Job satisfaction -- South Africa , Organizational behavior , Automobile industry and trade
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: vital:9395 , http://hdl.handle.net/10948/d1008059 , Work -- Psychological aspects , Employee motivation , Job satisfaction -- South Africa , Organizational behavior , Automobile industry and trade
- Description: Psychological capital (PsyCap), work engagement (WE) and organisational citizenship behaviour (OCB) are all positive constructs which research has indicated will have a positive impact on the bottom line. In light of Positive Organisational Behaviour, this has become increasingly important, particularly in the service industry where good service leads to satisfied customers and ultimately repeat purchases. This research took on the form of a cross- sectional design, using a composite questionnaire to measure PsyCap, WE and OCB. This was a self-report electronic questionnaire which was distributed via email to customer service representatives (N=276) from a national automotive company with dealerships in Gauteng and the Western Cape. The measurement models were revalidated for the South African sample of customer service representatives through conducting Exploratory Factor Analysis. PsyCap remained a four-factor structure, however lost items in the elimination process. Both the UWES and OCB instruments lost items and became two-factor structures. This makes the notion that these instruments are portable to the South African situation questionable. To confirm these structures, item parcelling was utilised and Confirmatory Factor Analysis was conducted. The results indicated that the new measurement models were better suited to the South African sample. Demographic groups had significant differences in the means for PsyCap, WE and OCB. Further to this, relationships between the constructs were tested through multiple regression and structural equation modeling. The most significant relationship was found between PsyCap and work engagement. Finally, PsyCap (barring optimism) and WE were found to load onto a single factor when testing for factorial independence, while OCB came out as a separate factor.
- Full Text:
- Date Issued: 2012
Evaluating motivational levels of employees in a contemporary South African organisation
- Authors: Van Wyk, Charl
- Date: 2011
- Subjects: Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8615 , http://hdl.handle.net/10948/1542 , Employee motivation
- Description: The main purpose of this study was to evaluate the motivational levels of employees at CompSol, a contemporary South African organisation. Research for the study included a literature study of both the content and process theories of motivation in order to identify those factors that are important to consider when evaluating the levels of employee motivation. An empirical study was conducted after the appropriate measuring instrument was developed. The purpose of the measuring instrument was to identify the rank importance of these identified factors of motivation and to evaluate the levels of employee motivation by measuring the extent to which these factors are provided for in the organisation. A sample was selected from the target population, via cluster sampling, from the largest functional department within the organisation, namely the Claims processing department. The group’s dominant locus of control was also measured through the use of an appropriate measuring instrument. The major findings indicated that some of the factors of motivation were provided for to a great extent, while others had serious shortcomings. The findings were grouped into the different job title categories of the respondents in order to compare the overall responses of the groups, aimed at identifying trends, commonalities and differences. Findings also indicated that the majority of the participants have an external locus of control. The researcher suggested certain recommendations for those areas where findings indicated shortcomings, in an attempt to increase the overall levels of motivation within this specific functional department in the organisation.
- Full Text:
- Date Issued: 2011
- Authors: Van Wyk, Charl
- Date: 2011
- Subjects: Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8615 , http://hdl.handle.net/10948/1542 , Employee motivation
- Description: The main purpose of this study was to evaluate the motivational levels of employees at CompSol, a contemporary South African organisation. Research for the study included a literature study of both the content and process theories of motivation in order to identify those factors that are important to consider when evaluating the levels of employee motivation. An empirical study was conducted after the appropriate measuring instrument was developed. The purpose of the measuring instrument was to identify the rank importance of these identified factors of motivation and to evaluate the levels of employee motivation by measuring the extent to which these factors are provided for in the organisation. A sample was selected from the target population, via cluster sampling, from the largest functional department within the organisation, namely the Claims processing department. The group’s dominant locus of control was also measured through the use of an appropriate measuring instrument. The major findings indicated that some of the factors of motivation were provided for to a great extent, while others had serious shortcomings. The findings were grouped into the different job title categories of the respondents in order to compare the overall responses of the groups, aimed at identifying trends, commonalities and differences. Findings also indicated that the majority of the participants have an external locus of control. The researcher suggested certain recommendations for those areas where findings indicated shortcomings, in an attempt to increase the overall levels of motivation within this specific functional department in the organisation.
- Full Text:
- Date Issued: 2011
Organisational factors impacting on employee retention
- Authors: Guma, Pendulwa Vuyokazi
- Date: 2011
- Subjects: Employee retention , Organizational change , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8616 , http://hdl.handle.net/10948/1530 , Employee retention , Organizational change , Employee motivation
- Description: Organisations must have a constant influx of candidates for potential employment. New employee positions are required as market areas are expanded. Recruitment occurs even in the face of limited growth or decline in service capacity, because individuals with specialised skills or training who leave the organisation must be replaced, and because services or technologies that have been revised or modified must be staffed. The recruitment of personnel plays an important role in assisting the organisation to adapt and remain competitive. The Eastern Cape Department of Economic Development and Environmental Affairs (DEDEA) employs a wide variety of workers. Thus, the sources of applicants and types of methods used to expand the applicant pool vary depending on the occupational classification being considered. It, therefore, becomes self-defeating to invest significant resources in a recruitment effort if such effort is offset by high turnover rates. Retention of employees is as essential as their recruitment. The purpose of this study was to investigate the organisational factors impacting on employee retention at DEDEA. The population for the study included 781 DEDEA employees. The response rate for the emailed questionnaire was 54 percent or 425 respondents. The Likert-type scale instrument consisted of forty questions divided into two sections: Section one looked at the demographic profile of the respondents and section two focused on getting responses on the five organisational impacting on v employee retention, namely: career development; compensation; positive recognition; staff engagement and management. In order to achieve the purpose of this study, the following research design was adopted: Step 1 A literature review was conducted to determine the various organizational factors impacting on employee retention. Step 2 From the literature review, a process model was adopted to assist the researcher in structuring the research questionnaire. Step 3 A questionnaire was constructed according to the principles and guidelines in steps 2 and step 3. Step 4 Empirical data was obtained by means of an email survey. Step 5 The results of the survey were analysed and interpreted. Step 6 The empirical results were integrated with Step 3. Step 7 Conclusions and recommendations were done. The main findings from the study were: - The study revealed a significant relationship between the selected organisational factors and employee retention. - The study also produced a model suitable for use by DEDEA as a guide in determining what initiatives the organisation should embark on to improve employee retention.
- Full Text:
- Date Issued: 2011
- Authors: Guma, Pendulwa Vuyokazi
- Date: 2011
- Subjects: Employee retention , Organizational change , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8616 , http://hdl.handle.net/10948/1530 , Employee retention , Organizational change , Employee motivation
- Description: Organisations must have a constant influx of candidates for potential employment. New employee positions are required as market areas are expanded. Recruitment occurs even in the face of limited growth or decline in service capacity, because individuals with specialised skills or training who leave the organisation must be replaced, and because services or technologies that have been revised or modified must be staffed. The recruitment of personnel plays an important role in assisting the organisation to adapt and remain competitive. The Eastern Cape Department of Economic Development and Environmental Affairs (DEDEA) employs a wide variety of workers. Thus, the sources of applicants and types of methods used to expand the applicant pool vary depending on the occupational classification being considered. It, therefore, becomes self-defeating to invest significant resources in a recruitment effort if such effort is offset by high turnover rates. Retention of employees is as essential as their recruitment. The purpose of this study was to investigate the organisational factors impacting on employee retention at DEDEA. The population for the study included 781 DEDEA employees. The response rate for the emailed questionnaire was 54 percent or 425 respondents. The Likert-type scale instrument consisted of forty questions divided into two sections: Section one looked at the demographic profile of the respondents and section two focused on getting responses on the five organisational impacting on v employee retention, namely: career development; compensation; positive recognition; staff engagement and management. In order to achieve the purpose of this study, the following research design was adopted: Step 1 A literature review was conducted to determine the various organizational factors impacting on employee retention. Step 2 From the literature review, a process model was adopted to assist the researcher in structuring the research questionnaire. Step 3 A questionnaire was constructed according to the principles and guidelines in steps 2 and step 3. Step 4 Empirical data was obtained by means of an email survey. Step 5 The results of the survey were analysed and interpreted. Step 6 The empirical results were integrated with Step 3. Step 7 Conclusions and recommendations were done. The main findings from the study were: - The study revealed a significant relationship between the selected organisational factors and employee retention. - The study also produced a model suitable for use by DEDEA as a guide in determining what initiatives the organisation should embark on to improve employee retention.
- Full Text:
- Date Issued: 2011
Motivation and complexity : an exploration of a complexity approach in employee motivation with specific focus on a Lacanian model of desire
- Authors: Botha, Anton Ivan
- Date: 2010
- Subjects: Employee motivation , Employee morale , Incentive awards
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9400 , http://hdl.handle.net/10948/1232 , Employee motivation , Employee morale , Incentive awards
- Description: Since employee motivation contributes to overall organisational success, reliable motivation theory should inform management and reward practices. Yet, motivation theory is currently in a state of paralysis, with no constructive theorising taking place. Analysis of its methodological presuppositions reveals that it relies on out-dated binary thinking, prioritising, e.g. either a ‘machine-like’ (body driven) or ‘god-like’ (rationally driven) understanding of humanity. In this study it is argued that the revival of motivation theory requires a paradigmatic shift towards a complexity methodology because human motivation was found to be a complex system and must be theorised accordingly. It was found that McAdams’ theory of personality which brought together personality traits, conditioning, and motives could form the basis of a complex theory of motivation. On this basis, a complex model was developed which incorporated elements of existing motivational theories. This model proposed that drives, which motivate behaviour, are a combination of instincts, needs, and desires, mediated by personality traits, rational processing, and conditioning. All of these interconnected elements, as well as biological and environmental conditions, have an impact on, and are influenced by one another. For the purposes of understanding employee motivation the element of desire was isolated as a potential means to value segment employees. A Lacanian theory was utilised to elaborate on the element of desire. This theory postulated that individuals tend to display a dominance is one of nine kinds and modes of desire. An instrument was developed to test the applicability of the Lacanian model. It was developed in five phases which included three pilot studies and two samplings. A total of 591 respondents participated in the empirical research study with 428 in the first sample and 70 in the second; the remaining 93 made up the pilot studies. Unlike the initial version of the instrument used in the first sample (n=428) the data obtained by the last version (n=70) revealed that the instrument held some form of reliability and validity. Once analysed through descriptive and inferential statistics the data supported the view that individuals tended to display dominance in a kind and mode of desire as per the Lacanian model, and sufficient variance existed to preliminarily conclude that this model could be used as a means to value segment employees. Recommendations were as follows: (1) that complexity methodology should inform future motivation theorising, (2) that the proposed complexity models be further empirically tested, (3) that an adequately complex, flexible rewards system be considered, (4) that both managers and employees make use of the developed instrument to aid them in the selection of rewards that will lead to increased satisfaction.
- Full Text:
- Date Issued: 2010
- Authors: Botha, Anton Ivan
- Date: 2010
- Subjects: Employee motivation , Employee morale , Incentive awards
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9400 , http://hdl.handle.net/10948/1232 , Employee motivation , Employee morale , Incentive awards
- Description: Since employee motivation contributes to overall organisational success, reliable motivation theory should inform management and reward practices. Yet, motivation theory is currently in a state of paralysis, with no constructive theorising taking place. Analysis of its methodological presuppositions reveals that it relies on out-dated binary thinking, prioritising, e.g. either a ‘machine-like’ (body driven) or ‘god-like’ (rationally driven) understanding of humanity. In this study it is argued that the revival of motivation theory requires a paradigmatic shift towards a complexity methodology because human motivation was found to be a complex system and must be theorised accordingly. It was found that McAdams’ theory of personality which brought together personality traits, conditioning, and motives could form the basis of a complex theory of motivation. On this basis, a complex model was developed which incorporated elements of existing motivational theories. This model proposed that drives, which motivate behaviour, are a combination of instincts, needs, and desires, mediated by personality traits, rational processing, and conditioning. All of these interconnected elements, as well as biological and environmental conditions, have an impact on, and are influenced by one another. For the purposes of understanding employee motivation the element of desire was isolated as a potential means to value segment employees. A Lacanian theory was utilised to elaborate on the element of desire. This theory postulated that individuals tend to display a dominance is one of nine kinds and modes of desire. An instrument was developed to test the applicability of the Lacanian model. It was developed in five phases which included three pilot studies and two samplings. A total of 591 respondents participated in the empirical research study with 428 in the first sample and 70 in the second; the remaining 93 made up the pilot studies. Unlike the initial version of the instrument used in the first sample (n=428) the data obtained by the last version (n=70) revealed that the instrument held some form of reliability and validity. Once analysed through descriptive and inferential statistics the data supported the view that individuals tended to display dominance in a kind and mode of desire as per the Lacanian model, and sufficient variance existed to preliminarily conclude that this model could be used as a means to value segment employees. Recommendations were as follows: (1) that complexity methodology should inform future motivation theorising, (2) that the proposed complexity models be further empirically tested, (3) that an adequately complex, flexible rewards system be considered, (4) that both managers and employees make use of the developed instrument to aid them in the selection of rewards that will lead to increased satisfaction.
- Full Text:
- Date Issued: 2010
Labour hire: the impact of labour broking on employee job satisfaction and commitment in a number of Namibian organizations
- Shivangulula, Shirley Euginia
- Authors: Shivangulula, Shirley Euginia
- Date: 2009
- Subjects: Temporary employment -- Namibia , Industrial relations -- Namibia , Employee motivation , Labor market -- Namibia , Labor policy -- Namibia
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:3054 , http://hdl.handle.net/10962/d1002563 , Temporary employment -- Namibia , Industrial relations -- Namibia , Employee motivation , Labor market -- Namibia , Labor policy -- Namibia
- Description: Over decades, job satisfaction has generated active empirical research. Similarly, organizational commitment, another attitudinal variable in the work domain, strongly related to, but distinctly different from job satisfaction, received comparatively equal research scrutiny. However, research on the impact of labour broking on employees’ job satisfaction and organizational commitment is nonexistent in Namibia. Using a quantitative approach, within a positivist paradigm, the purpose of this thesis was to examine the impact of labour broking on employees’ job satisfaction and organizational commitment as well as to determine the dynamics that mediate such experiences. These experiences were examined through a 5-dimensional, 72-item Job Descriptive Index and a 3-dimensional, 12-item Organizational Commitment Questionnaire over a sample size of 108 temporary and permanent employees, drawn through random probability sampling in a number of Namibian organizations that make use of labour hire services. These experiences were further amplified by face-to-face interviews over a sub sample of 20 employees. Data analysis was carried out using the chi-square, correlation, t-tests and multiple regression techniques of the STATISTICA software. Drawing on the principles of the multi dimensional theory of organizational commitment, the Cornell dispositional theory of job satisfaction and the temporary employee stigmatization model, results revealed that variables of employment status, tenure, inadequate income, inappropriate supervision and fear of job losses ahead of a newly proposed piece of legislat st labour hire ractices significantly influenced job satisfaction and organizational commitment of employees. Estimates indicate that for a mere change in tenure, job satisfaction levels will significantly rise by 0.26 units, whereas organizational commitment will augment by 0.03 units. However, for every N$ fall in employees’ pay, we can expect job satisfaction levels to decrease by 26%, but with significant effects. The study recommends that organizations must adopt policies that grant permanent tenure to all their employees, position them in respected and challenging jobs in which they will grow skills and ensure that all employees are remunerated with pay that signals their contribution to the organizations. In doing so, the negative effects of labour broking will disappear and employees will be satisfied with their jobs and Tommitted to their organizations.
- Full Text:
- Date Issued: 2009
- Authors: Shivangulula, Shirley Euginia
- Date: 2009
- Subjects: Temporary employment -- Namibia , Industrial relations -- Namibia , Employee motivation , Labor market -- Namibia , Labor policy -- Namibia
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:3054 , http://hdl.handle.net/10962/d1002563 , Temporary employment -- Namibia , Industrial relations -- Namibia , Employee motivation , Labor market -- Namibia , Labor policy -- Namibia
- Description: Over decades, job satisfaction has generated active empirical research. Similarly, organizational commitment, another attitudinal variable in the work domain, strongly related to, but distinctly different from job satisfaction, received comparatively equal research scrutiny. However, research on the impact of labour broking on employees’ job satisfaction and organizational commitment is nonexistent in Namibia. Using a quantitative approach, within a positivist paradigm, the purpose of this thesis was to examine the impact of labour broking on employees’ job satisfaction and organizational commitment as well as to determine the dynamics that mediate such experiences. These experiences were examined through a 5-dimensional, 72-item Job Descriptive Index and a 3-dimensional, 12-item Organizational Commitment Questionnaire over a sample size of 108 temporary and permanent employees, drawn through random probability sampling in a number of Namibian organizations that make use of labour hire services. These experiences were further amplified by face-to-face interviews over a sub sample of 20 employees. Data analysis was carried out using the chi-square, correlation, t-tests and multiple regression techniques of the STATISTICA software. Drawing on the principles of the multi dimensional theory of organizational commitment, the Cornell dispositional theory of job satisfaction and the temporary employee stigmatization model, results revealed that variables of employment status, tenure, inadequate income, inappropriate supervision and fear of job losses ahead of a newly proposed piece of legislat st labour hire ractices significantly influenced job satisfaction and organizational commitment of employees. Estimates indicate that for a mere change in tenure, job satisfaction levels will significantly rise by 0.26 units, whereas organizational commitment will augment by 0.03 units. However, for every N$ fall in employees’ pay, we can expect job satisfaction levels to decrease by 26%, but with significant effects. The study recommends that organizations must adopt policies that grant permanent tenure to all their employees, position them in respected and challenging jobs in which they will grow skills and ensure that all employees are remunerated with pay that signals their contribution to the organizations. In doing so, the negative effects of labour broking will disappear and employees will be satisfied with their jobs and Tommitted to their organizations.
- Full Text:
- Date Issued: 2009
Retention strategies for skilled SARS customs employees
- Authors: Lennie, Graeme Mark
- Date: 2008
- Subjects: Employee retention , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8704 , http://hdl.handle.net/10948/999 , Employee retention , Employee motivation
- Description: The South African Revenue Services (SARS) is an amalgamation of the former Departments of Customs and Excise, and the Receiver of Revenue. SARS obtained full autonomy from the Government in October 1997 in order for it to administer its own affairs. SARS has since made great strides in transforming its people and technology, although some growing pains are recently being experienced, i.e. the “retention question”. The problem statement, “What strategies can be implemented for retaining skilled employees within SARS Customs” is derived from a multitude of problematic issues currently being experienced world wide. Problem areas particular to South Africa, include: the mass exodus of white skilled labour; baby-boomers (aged 60 – 65) nearing retirement, affirmative action, employment equity, and a general lack of skills in the employment industry. An employee engagement survey (2007) conducted at SARS, shows figures that further exacerbates the problem. The objectives of the research were therefore, to conduct a literature study of employee retention strategies, investigate the research strategies currently being employed at SARS, the reasons for the low levels of employee engagement and to develop a strategic model for employee retention for use at SARS Customs in the Eastern Cape Region of South Africa The study takes the form of a case study, using quantitative and qualitative methods of research. A questionnaire was distributed to respondents, the results of which were analysed and presented. The findings show that SARS Customs is in a good position with regards to pay and benefits. Areas that require attention though are training, development and career management, effective supervision, and day-to-day activities.
- Full Text:
- Date Issued: 2008
- Authors: Lennie, Graeme Mark
- Date: 2008
- Subjects: Employee retention , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8704 , http://hdl.handle.net/10948/999 , Employee retention , Employee motivation
- Description: The South African Revenue Services (SARS) is an amalgamation of the former Departments of Customs and Excise, and the Receiver of Revenue. SARS obtained full autonomy from the Government in October 1997 in order for it to administer its own affairs. SARS has since made great strides in transforming its people and technology, although some growing pains are recently being experienced, i.e. the “retention question”. The problem statement, “What strategies can be implemented for retaining skilled employees within SARS Customs” is derived from a multitude of problematic issues currently being experienced world wide. Problem areas particular to South Africa, include: the mass exodus of white skilled labour; baby-boomers (aged 60 – 65) nearing retirement, affirmative action, employment equity, and a general lack of skills in the employment industry. An employee engagement survey (2007) conducted at SARS, shows figures that further exacerbates the problem. The objectives of the research were therefore, to conduct a literature study of employee retention strategies, investigate the research strategies currently being employed at SARS, the reasons for the low levels of employee engagement and to develop a strategic model for employee retention for use at SARS Customs in the Eastern Cape Region of South Africa The study takes the form of a case study, using quantitative and qualitative methods of research. A questionnaire was distributed to respondents, the results of which were analysed and presented. The findings show that SARS Customs is in a good position with regards to pay and benefits. Areas that require attention though are training, development and career management, effective supervision, and day-to-day activities.
- Full Text:
- Date Issued: 2008
A critical analysis of organisational strategies for employee engagement
- Authors: Poisat, Paul
- Date: 2006
- Subjects: Employees -- Attitudes , Employee motivation , Personnel management
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9378 , http://hdl.handle.net/10948/466 , Employees -- Attitudes , Employee motivation , Personnel management
- Description: Organisations are continuously searching for ways to increase their competitiveness as a means to survive in the global economy. More recently approaches have focused on the role that people perform in bringing about competitive advantage. Research indicates that engaged employees contribute vastly to the financial bottom-line of the organisation (see section 3.2.2). The research problem in this study was to identify strategies that organisations can use to engage their employees. To achieve this objective a theoretical employee engagement model was presented. The presentation of the theoretical model consisted of the following sub-processes: § Firstly, a literature survey was conducted to determine the underlying drivers/constructs of employee engagement. Abstract iii § The second comprised surveying the literature dealing specifically with approaches for measuring employee engagement. § Thirdly, the literature was surveyed to identify strategies and models used by organisations for engaging employees. The theoretical employee engagement model served as a basis for the compilation of the survey questionnaire that determined the extent to which human resource practitioners and line managers agree with the theoretical model developed in this study. The questionnaire was administered to a random sample of individuals employed in the automotive cluster in the Nelson Mandela Metropolitan Municipality and the Buffalo City Metropole. The empirical results obtained from the survey indicated that respondents strongly concurred with the theoretical employee engagement model presented in the study. These results were included in the theoretical model, which lead to the development of the integrated organisational employee engagement model. The model comprises of four interrelated categories that all contribute to enhancing employees’ engagement. These categories are organisational leadership, organisational culture, organisational strategies and the manager’s role. From the literature survey and the study it became clear that the role of the manager, had the most significant impact on employee engagement of all the categories. In addition, the integrated organisational employee engagement model can be used by organisations as an applied strategy for the measurement of employee engagement. The main findings from this research are that 60 per cent of organisations that participated in the empirical study had implemented strategies to engage their employees. However, the majority of organisations reporting not having an engagement strategy were among organisations that employed less than 700 employees (smaller organisations). The study also highlighted certain variables that required special attention, especially when implementing employee engagement within the South African context. South African companies as compared to their overseas counterparts, rated organisational engagement variables such as remuneration, benefits and gain sharing lower. A further variable that was identified by the study requiring special attention was, ‘senior management shows a sincere interest in employees’ well-being’. A final point emanating from the study is that the implementation of employee engagement, as a strategy to enhance organisational competitiveness, must be viewed as a continuous process. Organisations should prior, to the implementation of an employee engagement strategy, consider whether they are prepared to share engagement results, take corrective action commensurate with the results and deal with employee expectations that may be incurred. The strategies espoused by the integrated organisational employee engagement model developed in this study, can be used by organisations to increase organisational competitiveness by improving their employees’ level of engagement.
- Full Text:
- Date Issued: 2006
- Authors: Poisat, Paul
- Date: 2006
- Subjects: Employees -- Attitudes , Employee motivation , Personnel management
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9378 , http://hdl.handle.net/10948/466 , Employees -- Attitudes , Employee motivation , Personnel management
- Description: Organisations are continuously searching for ways to increase their competitiveness as a means to survive in the global economy. More recently approaches have focused on the role that people perform in bringing about competitive advantage. Research indicates that engaged employees contribute vastly to the financial bottom-line of the organisation (see section 3.2.2). The research problem in this study was to identify strategies that organisations can use to engage their employees. To achieve this objective a theoretical employee engagement model was presented. The presentation of the theoretical model consisted of the following sub-processes: § Firstly, a literature survey was conducted to determine the underlying drivers/constructs of employee engagement. Abstract iii § The second comprised surveying the literature dealing specifically with approaches for measuring employee engagement. § Thirdly, the literature was surveyed to identify strategies and models used by organisations for engaging employees. The theoretical employee engagement model served as a basis for the compilation of the survey questionnaire that determined the extent to which human resource practitioners and line managers agree with the theoretical model developed in this study. The questionnaire was administered to a random sample of individuals employed in the automotive cluster in the Nelson Mandela Metropolitan Municipality and the Buffalo City Metropole. The empirical results obtained from the survey indicated that respondents strongly concurred with the theoretical employee engagement model presented in the study. These results were included in the theoretical model, which lead to the development of the integrated organisational employee engagement model. The model comprises of four interrelated categories that all contribute to enhancing employees’ engagement. These categories are organisational leadership, organisational culture, organisational strategies and the manager’s role. From the literature survey and the study it became clear that the role of the manager, had the most significant impact on employee engagement of all the categories. In addition, the integrated organisational employee engagement model can be used by organisations as an applied strategy for the measurement of employee engagement. The main findings from this research are that 60 per cent of organisations that participated in the empirical study had implemented strategies to engage their employees. However, the majority of organisations reporting not having an engagement strategy were among organisations that employed less than 700 employees (smaller organisations). The study also highlighted certain variables that required special attention, especially when implementing employee engagement within the South African context. South African companies as compared to their overseas counterparts, rated organisational engagement variables such as remuneration, benefits and gain sharing lower. A further variable that was identified by the study requiring special attention was, ‘senior management shows a sincere interest in employees’ well-being’. A final point emanating from the study is that the implementation of employee engagement, as a strategy to enhance organisational competitiveness, must be viewed as a continuous process. Organisations should prior, to the implementation of an employee engagement strategy, consider whether they are prepared to share engagement results, take corrective action commensurate with the results and deal with employee expectations that may be incurred. The strategies espoused by the integrated organisational employee engagement model developed in this study, can be used by organisations to increase organisational competitiveness by improving their employees’ level of engagement.
- Full Text:
- Date Issued: 2006
The development of motivational strategies for public sector workers in Kenya
- Authors: Chepkilot, Ronald Kiprop
- Date: 2005
- Subjects: Public administration -- Kenya , Employee motivation , Civil service -- Kenya -- Personnel management
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9380 , http://hdl.handle.net/10948/161 , Public administration -- Kenya , Employee motivation , Civil service -- Kenya -- Personnel management
- Description: The purpose of this study was to develop motivational strategies for motivating public sector workers in Kenya. To achieve this objective the following procedure was followed: • An examination of the public service was undertaken and the following factors were considered: The history of the public service; Past government reform programmes; The problem of corruption; Future government reform programmes; and The motivational climate in the service. iv • A literature survey was conducted on the approaches used by organisations in motivating employees. The findings were used to develop a motivational strategy model. On the basis of the strategies in the model, a questionnaire was developed for the empirical research study. • The empirical study was undertaken to examine the level of motivation in the public service and to identify the motivational strategies currently used in the public service in Kenya. The study also sought to determine the extent to which public sector managers agreed or disagreed that the motivational strategies developed by the study would be effective in motivating employees in their organisations. The results of the empirical study were incorporated into the integrated motivational strategy model presented in chapter six. The study established that the level of motivation among the public sector workers was extremely low. According to the research findings, 87 per cent of the respondents indicated that the level of motivation of employees in their organisation was low while 13 per cent indicated that it was high. It was also established that the climate in the public service was not conducive for motivating employees: the indicators were lack of job security; very low salaries; limited training and development opportunities; lack of career development programmes and lack of adequate working tools and equipment. It was further established that the government could no longer afford to make any substantial increases in salaries to the workers because the wage bill was extremely high at the level of 9.6 per cent of the GDP. It was observed that any further increases in salaries would v have a negative impact on the economy of the country. In view of the above, this study becomes extremely relevant as it suggests ways of enhancing the levels of motivation in the public service to improve service delivery in the public sector without allocation of vast financial resources. The study strongly recommends the application of the integrated motivational strategy model in its entirety; to enhance the level of employee’s motivation and work performance and achieve efficiency and effectiveness in service delivery. The study also recommends that further research be carried out to determine the effects of corruption on employee motivation and ways of eliminating the vice in the public service.
- Full Text:
- Date Issued: 2005
- Authors: Chepkilot, Ronald Kiprop
- Date: 2005
- Subjects: Public administration -- Kenya , Employee motivation , Civil service -- Kenya -- Personnel management
- Language: English
- Type: Thesis , Doctoral , DTech
- Identifier: vital:9380 , http://hdl.handle.net/10948/161 , Public administration -- Kenya , Employee motivation , Civil service -- Kenya -- Personnel management
- Description: The purpose of this study was to develop motivational strategies for motivating public sector workers in Kenya. To achieve this objective the following procedure was followed: • An examination of the public service was undertaken and the following factors were considered: The history of the public service; Past government reform programmes; The problem of corruption; Future government reform programmes; and The motivational climate in the service. iv • A literature survey was conducted on the approaches used by organisations in motivating employees. The findings were used to develop a motivational strategy model. On the basis of the strategies in the model, a questionnaire was developed for the empirical research study. • The empirical study was undertaken to examine the level of motivation in the public service and to identify the motivational strategies currently used in the public service in Kenya. The study also sought to determine the extent to which public sector managers agreed or disagreed that the motivational strategies developed by the study would be effective in motivating employees in their organisations. The results of the empirical study were incorporated into the integrated motivational strategy model presented in chapter six. The study established that the level of motivation among the public sector workers was extremely low. According to the research findings, 87 per cent of the respondents indicated that the level of motivation of employees in their organisation was low while 13 per cent indicated that it was high. It was also established that the climate in the public service was not conducive for motivating employees: the indicators were lack of job security; very low salaries; limited training and development opportunities; lack of career development programmes and lack of adequate working tools and equipment. It was further established that the government could no longer afford to make any substantial increases in salaries to the workers because the wage bill was extremely high at the level of 9.6 per cent of the GDP. It was observed that any further increases in salaries would v have a negative impact on the economy of the country. In view of the above, this study becomes extremely relevant as it suggests ways of enhancing the levels of motivation in the public service to improve service delivery in the public sector without allocation of vast financial resources. The study strongly recommends the application of the integrated motivational strategy model in its entirety; to enhance the level of employee’s motivation and work performance and achieve efficiency and effectiveness in service delivery. The study also recommends that further research be carried out to determine the effects of corruption on employee motivation and ways of eliminating the vice in the public service.
- Full Text:
- Date Issued: 2005
The effects of assembly line-side supply on individuals employed in satellite operations within automotive manufacturers
- Authors: Bocchi, Carlo
- Date: 2001
- Subjects: Faurecia East London (Firm) , Job satisfaction , Employee motivation , Automobile industry and trade -- Management , Automobile industry and trade -- Case studies
- Language: English
- Type: Thesis , Masters , MTech (Business Administration)
- Identifier: vital:10849 , http://hdl.handle.net/10948/56 , Faurecia East London (Firm) , Job satisfaction , Employee motivation , Automobile industry and trade -- Management , Automobile industry and trade -- Case studies
- Description: The adoption of just-in-time in satellite operations within an automotive manufacturer, is rapidly becoming a trend within motor industry clusters. This type of organisation within an organisation adopts a lean structure to operate effectively and efficiently. The objective of this paper is to unveil factors which influence this type of workplace, particularly focusing on which factors which are relevant to Faurecia East London Plant. The literature study was used to illustrate the various theories relevant to manufacturing techniques, employee motivational and job satisfaction theories. The empirical study tested factors illustrated in the literature study. The empirical study was also to develop a specific model suitable for satellite organisations. The model presented together with the literature and empirical study was used to formulate findings and solve the main and sub-problems.
- Full Text:
- Date Issued: 2001
- Authors: Bocchi, Carlo
- Date: 2001
- Subjects: Faurecia East London (Firm) , Job satisfaction , Employee motivation , Automobile industry and trade -- Management , Automobile industry and trade -- Case studies
- Language: English
- Type: Thesis , Masters , MTech (Business Administration)
- Identifier: vital:10849 , http://hdl.handle.net/10948/56 , Faurecia East London (Firm) , Job satisfaction , Employee motivation , Automobile industry and trade -- Management , Automobile industry and trade -- Case studies
- Description: The adoption of just-in-time in satellite operations within an automotive manufacturer, is rapidly becoming a trend within motor industry clusters. This type of organisation within an organisation adopts a lean structure to operate effectively and efficiently. The objective of this paper is to unveil factors which influence this type of workplace, particularly focusing on which factors which are relevant to Faurecia East London Plant. The literature study was used to illustrate the various theories relevant to manufacturing techniques, employee motivational and job satisfaction theories. The empirical study tested factors illustrated in the literature study. The empirical study was also to develop a specific model suitable for satellite organisations. The model presented together with the literature and empirical study was used to formulate findings and solve the main and sub-problems.
- Full Text:
- Date Issued: 2001
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