An assessment of the attitudes influencing employees' intention to quit in two Port Elizabeth public sector hospitals
- Authors: Odeyemi, Hannah Olubunmi
- Subjects: Employees -- Attitudes , Employees -- Resignation -- South Africa -- Port Elizabeth , Organizational commitment -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9433 , http://hdl.handle.net/10948/d1020432
- Description: Research problem: The Port Elizabeth hospital complex is faced with many staff-related challenges including the difficulty of retaining staff. Factors such as salaries, work environment, work injury, work related stress, personal growth and development opportunities, advancement and promotion opportunities, relationships with supervisor(s), are among the issues that contribute and have been found to be some of the factors affecting employees’ perceptions and attitudes towards their work and ultimately to their intentions to stay or leave. Research objectives: To address the research problem, research objectives and questions were established. The main objective of the research was to investigate the perceptions and attitudes influencing the employees’ intention to quit their jobs within the hospital complex. The key perceptions and attitudes that were measured were; job satisfaction, perceived organisational support and organisational commitment. The secondary objective of the study was to determine, from a list of predetermined factors, which were related to job satisfaction, perceived organisational support and organisational commitment and the intention to quit. Research questions: Four research questions were established and these were: What are the employee perceptions and attitudes towards the organisation and their work in the organisation? In particular how satisfied are the employees with their jobs (job satisfaction), how committed are they to the organisation (organisational commitment), how do they perceive the support within the organisation (perceived organisational support) and do they intend to remain with the organisation (intention to quit measured as the intention to stay). What are the most important factors contributing to job satisfaction, perceived organisational support, organisational commitment and intention to quit? (Measured as the intention to stay). What is the relationship between the sub-groups, identified as gender, race, nationality, occupational level, age, hospital, and length of tenure and job satisfaction, perceived organisational support and organisational commitment? What is the relationship between the sub-groups, identified as gender, race, nationality, occupational level, age, hospital, and length of tenure and intention to quit (measured as the intention to stay)? Research design: The nature of this research was a descriptive study collecting quantitative data. A self-administered survey questionnaire was used to collect information regarding employee perceptions and attitudes towards various aspects of their working conditions, their perceptions and attitudes towards the organisation and their intention to remain with the organisation. Major findings: The result of the survey showed that organisational commitment and positive organizational support are practically significantly positively correlated with the intention to stay. However, it was discovered that job satisfaction was statistically significantly positively correlated to intention to stay. The nine factors that were measured were found to be antecedents for all the three constructs of job satisfaction, organizational commitment and perceived organizational support. However, the factors that were also correlated with the intention to stay were promotion opportunities, nature of the work, communication and leader-member exchange.
- Full Text:
- Authors: Odeyemi, Hannah Olubunmi
- Subjects: Employees -- Attitudes , Employees -- Resignation -- South Africa -- Port Elizabeth , Organizational commitment -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9433 , http://hdl.handle.net/10948/d1020432
- Description: Research problem: The Port Elizabeth hospital complex is faced with many staff-related challenges including the difficulty of retaining staff. Factors such as salaries, work environment, work injury, work related stress, personal growth and development opportunities, advancement and promotion opportunities, relationships with supervisor(s), are among the issues that contribute and have been found to be some of the factors affecting employees’ perceptions and attitudes towards their work and ultimately to their intentions to stay or leave. Research objectives: To address the research problem, research objectives and questions were established. The main objective of the research was to investigate the perceptions and attitudes influencing the employees’ intention to quit their jobs within the hospital complex. The key perceptions and attitudes that were measured were; job satisfaction, perceived organisational support and organisational commitment. The secondary objective of the study was to determine, from a list of predetermined factors, which were related to job satisfaction, perceived organisational support and organisational commitment and the intention to quit. Research questions: Four research questions were established and these were: What are the employee perceptions and attitudes towards the organisation and their work in the organisation? In particular how satisfied are the employees with their jobs (job satisfaction), how committed are they to the organisation (organisational commitment), how do they perceive the support within the organisation (perceived organisational support) and do they intend to remain with the organisation (intention to quit measured as the intention to stay). What are the most important factors contributing to job satisfaction, perceived organisational support, organisational commitment and intention to quit? (Measured as the intention to stay). What is the relationship between the sub-groups, identified as gender, race, nationality, occupational level, age, hospital, and length of tenure and job satisfaction, perceived organisational support and organisational commitment? What is the relationship between the sub-groups, identified as gender, race, nationality, occupational level, age, hospital, and length of tenure and intention to quit (measured as the intention to stay)? Research design: The nature of this research was a descriptive study collecting quantitative data. A self-administered survey questionnaire was used to collect information regarding employee perceptions and attitudes towards various aspects of their working conditions, their perceptions and attitudes towards the organisation and their intention to remain with the organisation. Major findings: The result of the survey showed that organisational commitment and positive organizational support are practically significantly positively correlated with the intention to stay. However, it was discovered that job satisfaction was statistically significantly positively correlated to intention to stay. The nine factors that were measured were found to be antecedents for all the three constructs of job satisfaction, organizational commitment and perceived organizational support. However, the factors that were also correlated with the intention to stay were promotion opportunities, nature of the work, communication and leader-member exchange.
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An investigation : Cala Bakery as regards to the income sustainability of 8 project members
- Dingiswayo, Nomkhitha Mfuskazi
- Authors: Dingiswayo, Nomkhitha Mfuskazi
- Subjects: Economic development projects -- South Africa -- Eastern Cape -- Finance , Sustainable development -- South Africa -- Eastern Cape , Community development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8829 , http://hdl.handle.net/10948/d1019763
- Description: This research report investigated the effects of a poverty alleviation project, the Cala bakery, on the community members of the Sakhisizwe Municipality in the Eastern Cape. This chapter provides a background to the study and also provides an introduction to the research report by discussing the relevance and problem statement, the research questions, sample and setting, research design and methodology and finally considers the ethical implications of the investigation. May 1997 described South Africa as being a developing nation with the majority of households in poverty, and having unequal distribution of income and wealth. Due to this, the democratic government of 1994 had adopted pro poor policy that focused on social services which its budget increases every year. Within this realm, poverty alleviation projects remained an important component of the government‟s challenge of tackling poverty (May, 1997). After almost 16 years of democracy in South Africa, poverty and unemployment remained a major challenge facing government in provision of basic services (Shasha, 2004). South Africa continued to be characterised by a large scale of unemployment and poverty in the formal sector of the economy in both rural and urban areas (Shasha & Liesle, 2004).Although there was poverty throughout South Africa, poverty was distributed unevenly among the nine provinces of the country. The Eastern Cape, Limpopo and Free State provinces have the highest poverty rates especially among the rural areas (DOS, 2009). The only people who survived poverty in the South African country were people that were well to do, people that could be able to make economic gains. Those people who were unemployed found themselves in debt, as it had been identified that a majority of homes and people do not save. This was due to being a country depending on social welfare services which resulted to disserving of people and to unsustainable levels of household debts. These debts were usually based on social, economic and psychological problems (Shasha & Liesle, 2004). In response, the South African government introduced community based projects whose operation was limited to a particular neighbourhood, and were run and managed by the local members of a community. The white paper for social welfare 1997 had encouraged the establishment of income generating projects which were run and managed by the group of community members who were predominantly unemployed people. The Department of Social Development (DOS, 2004) had further emphasised that these people had to include unemployed youth and that the project beneficiaries would not come from the same household to ensure that the initiative was touching a number of households within the community(DOS, 2004). Furthermore, these government intervention programmes aimed to reduce unemployment and poverty in South Africa by encouraging people to reduce poverty by themselves (Shasha, 2004). An example of one of these programmes was the Cala Development Project. The Cala community‟s youth had a business idea of producing baked products for the community and the surrounding areas. The purpose was to bring people together in order to reduce poverty and unemployment, specifically targeting young people who were household heads. The project has 8 beneficiaries that were committed to working together in this project, with the aim of producing baked foods.
- Full Text:
- Authors: Dingiswayo, Nomkhitha Mfuskazi
- Subjects: Economic development projects -- South Africa -- Eastern Cape -- Finance , Sustainable development -- South Africa -- Eastern Cape , Community development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8829 , http://hdl.handle.net/10948/d1019763
- Description: This research report investigated the effects of a poverty alleviation project, the Cala bakery, on the community members of the Sakhisizwe Municipality in the Eastern Cape. This chapter provides a background to the study and also provides an introduction to the research report by discussing the relevance and problem statement, the research questions, sample and setting, research design and methodology and finally considers the ethical implications of the investigation. May 1997 described South Africa as being a developing nation with the majority of households in poverty, and having unequal distribution of income and wealth. Due to this, the democratic government of 1994 had adopted pro poor policy that focused on social services which its budget increases every year. Within this realm, poverty alleviation projects remained an important component of the government‟s challenge of tackling poverty (May, 1997). After almost 16 years of democracy in South Africa, poverty and unemployment remained a major challenge facing government in provision of basic services (Shasha, 2004). South Africa continued to be characterised by a large scale of unemployment and poverty in the formal sector of the economy in both rural and urban areas (Shasha & Liesle, 2004).Although there was poverty throughout South Africa, poverty was distributed unevenly among the nine provinces of the country. The Eastern Cape, Limpopo and Free State provinces have the highest poverty rates especially among the rural areas (DOS, 2009). The only people who survived poverty in the South African country were people that were well to do, people that could be able to make economic gains. Those people who were unemployed found themselves in debt, as it had been identified that a majority of homes and people do not save. This was due to being a country depending on social welfare services which resulted to disserving of people and to unsustainable levels of household debts. These debts were usually based on social, economic and psychological problems (Shasha & Liesle, 2004). In response, the South African government introduced community based projects whose operation was limited to a particular neighbourhood, and were run and managed by the local members of a community. The white paper for social welfare 1997 had encouraged the establishment of income generating projects which were run and managed by the group of community members who were predominantly unemployed people. The Department of Social Development (DOS, 2004) had further emphasised that these people had to include unemployed youth and that the project beneficiaries would not come from the same household to ensure that the initiative was touching a number of households within the community(DOS, 2004). Furthermore, these government intervention programmes aimed to reduce unemployment and poverty in South Africa by encouraging people to reduce poverty by themselves (Shasha, 2004). An example of one of these programmes was the Cala Development Project. The Cala community‟s youth had a business idea of producing baked products for the community and the surrounding areas. The purpose was to bring people together in order to reduce poverty and unemployment, specifically targeting young people who were household heads. The project has 8 beneficiaries that were committed to working together in this project, with the aim of producing baked foods.
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Assessing the implementation of the performance management system in the Malawian civil service : an application of the Burke and Liwin model
- Authors: Gunchi, Humphreys Kalele
- Subjects: Organizational change -- Malawi -- Evaluation , Performance -- Management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9432 , http://hdl.handle.net/10948/d1020363
- Description: The research assessed the implementation of the Performance Management System (PMS) in the Malawian civil service using a change diagnostic model called ‘causal model of organisational performance change’ by Burke and Litwin (1992). The motivation for the research topic comes from a background of the Malawi Government’s goal of improving service delivery to the public. The government launched the performance management system as one of the change interventions that would assist in achieving its service provision goal. For the achievement of the service provision goals, the PMS had to be implemented effectively. Using an integrative approach, the research employed both qualitative and quantitative methods to obtain data that was structured around the organisational elements of the Burke-Litwin model. Using purposive sampling, 195 departments in the Malawian Civil Service formed the population from which the sample was drawn. Of the 195 departments, 69 departments, represented by an officer from each department, participated in the study. Three departments namely; The Office of the President and Cabinet (OPC), The Department of Human Resource Management and Development (DHRMD) and The Civil Service Commission (CSC) were included in the sample in addition to the 69 departments. These three departments were chosen due to their involvement in the formulation and implementation of the Performance Management System (PMS). Information from the three departments was obtained through interviews while questionnaires were administered to the remaining sample subjects. The research found that both the transformational and transactional factors were lacking in supporting the implementation of the PMS in Malawian civil service. Fundamental prerequisites like systems’ compatibility, assessment of enabling culture and amendments of relevant laws were not considered before the implementation of the system. Upon commencement of the implementation process the support from political leaders and donors declined and the evaluation process lacked inclusion of key stakeholders. The current research expands the application of the Burke-Litwin model in assessing the ‘post change intervention’ implementation processes. The findings could possibly provide valuable input in the form of the following recommendations: The government should consider working on the culture of the civil servants, the capacity of the implementing structure of PMS, the evaluation of the PMS and the prerequisites for the programme. The government should consider being inclusive when evaluating PMS and in assessing the performance of employees, and lastly, there is need to fully utilise technology and the functional position of stakeholders like the Civil Service Commission.
- Full Text:
- Authors: Gunchi, Humphreys Kalele
- Subjects: Organizational change -- Malawi -- Evaluation , Performance -- Management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9432 , http://hdl.handle.net/10948/d1020363
- Description: The research assessed the implementation of the Performance Management System (PMS) in the Malawian civil service using a change diagnostic model called ‘causal model of organisational performance change’ by Burke and Litwin (1992). The motivation for the research topic comes from a background of the Malawi Government’s goal of improving service delivery to the public. The government launched the performance management system as one of the change interventions that would assist in achieving its service provision goal. For the achievement of the service provision goals, the PMS had to be implemented effectively. Using an integrative approach, the research employed both qualitative and quantitative methods to obtain data that was structured around the organisational elements of the Burke-Litwin model. Using purposive sampling, 195 departments in the Malawian Civil Service formed the population from which the sample was drawn. Of the 195 departments, 69 departments, represented by an officer from each department, participated in the study. Three departments namely; The Office of the President and Cabinet (OPC), The Department of Human Resource Management and Development (DHRMD) and The Civil Service Commission (CSC) were included in the sample in addition to the 69 departments. These three departments were chosen due to their involvement in the formulation and implementation of the Performance Management System (PMS). Information from the three departments was obtained through interviews while questionnaires were administered to the remaining sample subjects. The research found that both the transformational and transactional factors were lacking in supporting the implementation of the PMS in Malawian civil service. Fundamental prerequisites like systems’ compatibility, assessment of enabling culture and amendments of relevant laws were not considered before the implementation of the system. Upon commencement of the implementation process the support from political leaders and donors declined and the evaluation process lacked inclusion of key stakeholders. The current research expands the application of the Burke-Litwin model in assessing the ‘post change intervention’ implementation processes. The findings could possibly provide valuable input in the form of the following recommendations: The government should consider working on the culture of the civil servants, the capacity of the implementing structure of PMS, the evaluation of the PMS and the prerequisites for the programme. The government should consider being inclusive when evaluating PMS and in assessing the performance of employees, and lastly, there is need to fully utilise technology and the functional position of stakeholders like the Civil Service Commission.
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Clinical psychologists' perceived barriers to the provision of psychological services for people with first-episode schizophrenia in urban public health care settings
- Barnwell, Garret Christopher
- Authors: Barnwell, Garret Christopher
- Subjects: Clinical psychologists -- South Africa -- Nelson Mandela Bay Municipality , Schizophrenia -- Treatment -- South Africa -- Nelson Mandela Bay Municipality , Urban health -- South Africa -- Nelson Mandela Bay Municipality , Health facilities -- South Africa -- Nelson Mandela Bay Municipality -- Administration
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10083 , http://hdl.handle.net/10948/d1020304
- Description: This study explored and described the perception of clinical psychologists regarding thebarriers to the provision of psychological services in urban public health settings for people with first-episode schizophrenia. The qualitative research study utilised an explorative, descriptive interpretive research design. Purposive sampling was utilised to gain access to clinical psychologists, who had at least two years of public health experience working with people recently diagnosed with schizophrenia. Data was gathered from 11 participants from the Nelson Mandela Bay Health District of the Eastern Cape by means of in-depth interviews that were conducted in English by the researcher until data saturation had occurred. A computer-assisted qualitative thematic analysis of the collected data was conducted using NVIVO software. The findings have been categorised according to three broad domains: 1)contextual barriers 2)health care system-related barriers and 3)first-episode schizophrenia syndrome-related barriers. Several specific sub-themes were identified for each of these main domains allowing for recommendations and suggestions to be provided for attending to and overcoming these perceived barriers.
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- Authors: Barnwell, Garret Christopher
- Subjects: Clinical psychologists -- South Africa -- Nelson Mandela Bay Municipality , Schizophrenia -- Treatment -- South Africa -- Nelson Mandela Bay Municipality , Urban health -- South Africa -- Nelson Mandela Bay Municipality , Health facilities -- South Africa -- Nelson Mandela Bay Municipality -- Administration
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10083 , http://hdl.handle.net/10948/d1020304
- Description: This study explored and described the perception of clinical psychologists regarding thebarriers to the provision of psychological services in urban public health settings for people with first-episode schizophrenia. The qualitative research study utilised an explorative, descriptive interpretive research design. Purposive sampling was utilised to gain access to clinical psychologists, who had at least two years of public health experience working with people recently diagnosed with schizophrenia. Data was gathered from 11 participants from the Nelson Mandela Bay Health District of the Eastern Cape by means of in-depth interviews that were conducted in English by the researcher until data saturation had occurred. A computer-assisted qualitative thematic analysis of the collected data was conducted using NVIVO software. The findings have been categorised according to three broad domains: 1)contextual barriers 2)health care system-related barriers and 3)first-episode schizophrenia syndrome-related barriers. Several specific sub-themes were identified for each of these main domains allowing for recommendations and suggestions to be provided for attending to and overcoming these perceived barriers.
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Employee attitudes in a South African metropole post-implementation of the 2010 wage curve collective agreement
- Authors: Somgede-Tshikila, Pateka
- Subjects: Job satisfaction -- South Africa , Organizational commitment -- South Africa , Collective labor agreements -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9436 , http://hdl.handle.net/10948/d1020901
- Description: The study will investigate how the workers of Ekurhuleni Metropolitan Municipality in the Department of Roads and Stormwater (Eastern region) feel about their jobs in terms of job satisfaction. Furthermore, the study will investigate how they feel about commitment to the union, commitment to the organisation, and management satisfaction during and after the implementation of job task levels, which was the result of the wage curve agreement that was signed in 2010 and implemented in 2011.The first objective of the study is to describe the collective agreements that were signed in 2010 as a result of a need to categorise municipalities and evaluate jobs, and the consequences of the collective agreements on employees through the study of documents supplemented by interviews and questionnaires. The second objective is to investigate if there has been a change in attitudes of the employees in the Roads and Stormwater Department of the Ekurhuleni Metropolitan Municipality after the implementation of the wage curve agreement. There are six research questions; two relate to the first objective, and these are (a) what was the nature of the wage curve and job evaluation collective agreement? and(b) what were the consequences of the implementation of the wage curve and job evaluation collective agreement of the employees of the Ekurhuleni Metropolitan Municipality? The other four questions related to the second objective, which led to the following research questions related to the attitudes of the employees and the change in these attitudes after the implementation of the collective agreement. These four questions were (a) what was the change in employee attitudes post the introduction of the wage curve? in particular, the attitudes of organisational commitment, job satisfaction, management satisfaction and union commitment, (b) what is the relationship between the sub-groups and employee attitudes pre the wage curve agreement implementation?(c) what is the relationship between sub-groups and employee attitudes post the wage curve agreement implementation? (d) what is the relationship between the sub-groups and the change in employee attitudes pre and post the wage curve agreement implementation? Quantitative and qualitative research methods were used in the study to analyse the strike process and to understand and describe the attitudes of all the participants in relation to the four constructs provided by Chaulk and Brown (2008). Self-administered questionnaires will be given to participants, and there will be face-to-face interviews with the union officials and management. The findings relating to the first objective indicate that the employees were unhappy with the implementation of the wage curve collective agreement. The second objective showed that the changes in the attitudes of employees after the implementation of the job evaluation and wage curve collective agreement were negative and that there was a significant decrease in the level of organisational commitment, job satisfaction, union commitment and management satisfaction after the implementation.
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- Authors: Somgede-Tshikila, Pateka
- Subjects: Job satisfaction -- South Africa , Organizational commitment -- South Africa , Collective labor agreements -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9436 , http://hdl.handle.net/10948/d1020901
- Description: The study will investigate how the workers of Ekurhuleni Metropolitan Municipality in the Department of Roads and Stormwater (Eastern region) feel about their jobs in terms of job satisfaction. Furthermore, the study will investigate how they feel about commitment to the union, commitment to the organisation, and management satisfaction during and after the implementation of job task levels, which was the result of the wage curve agreement that was signed in 2010 and implemented in 2011.The first objective of the study is to describe the collective agreements that were signed in 2010 as a result of a need to categorise municipalities and evaluate jobs, and the consequences of the collective agreements on employees through the study of documents supplemented by interviews and questionnaires. The second objective is to investigate if there has been a change in attitudes of the employees in the Roads and Stormwater Department of the Ekurhuleni Metropolitan Municipality after the implementation of the wage curve agreement. There are six research questions; two relate to the first objective, and these are (a) what was the nature of the wage curve and job evaluation collective agreement? and(b) what were the consequences of the implementation of the wage curve and job evaluation collective agreement of the employees of the Ekurhuleni Metropolitan Municipality? The other four questions related to the second objective, which led to the following research questions related to the attitudes of the employees and the change in these attitudes after the implementation of the collective agreement. These four questions were (a) what was the change in employee attitudes post the introduction of the wage curve? in particular, the attitudes of organisational commitment, job satisfaction, management satisfaction and union commitment, (b) what is the relationship between the sub-groups and employee attitudes pre the wage curve agreement implementation?(c) what is the relationship between sub-groups and employee attitudes post the wage curve agreement implementation? (d) what is the relationship between the sub-groups and the change in employee attitudes pre and post the wage curve agreement implementation? Quantitative and qualitative research methods were used in the study to analyse the strike process and to understand and describe the attitudes of all the participants in relation to the four constructs provided by Chaulk and Brown (2008). Self-administered questionnaires will be given to participants, and there will be face-to-face interviews with the union officials and management. The findings relating to the first objective indicate that the employees were unhappy with the implementation of the wage curve collective agreement. The second objective showed that the changes in the attitudes of employees after the implementation of the job evaluation and wage curve collective agreement were negative and that there was a significant decrease in the level of organisational commitment, job satisfaction, union commitment and management satisfaction after the implementation.
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Enhanced social protection for orphans and vulnerable children
- Authors: Obayi, Bennycharles A
- Subjects: Child care services -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9064 , http://hdl.handle.net/10948/1352 , Child care services -- South Africa
- Description: This study is intended to contribute to the existing body of knowledge relative to social protection of Orphans and Vulnerable Children (OVC). It proffers recommendations on sustainable assistance mechanisms which will ensure effective support systems for improved quality of life for OVCs. The impacts of orphanhood and other vulnerability issues on children directly challenge social protection systems and how they support the wellbeing of the children. This presents grave threat to social and economic development as well as the wellbeing of children. Child Support Grant (CSG) is one of South Africa’s largest social protection programmes targeting vulnerable children. The effectiveness of the grants in addressing the concerns of the children is greatly dependent on how it is utilised. The aim of this study is for a review of the support systems for OVCs in South Africa, within the context of social grants to determine its viability to address the challenges of vulnerability. The study is informed by empowerment framework as theoretical paradigm; which postulates that people need to be empowered through sustainable programmes that enhance their capacities to realize their full potentials and become self-sufficient. The study reviewed and appraised relevant approaches that aid empowering OVCs in order to ensure that they are supported to move from state of helplessness to an empowered state. A quantitative research method was used for the survey, data analysis and review. A case study approach was adopted for the study. The population of this study consisted of selected families of OVCs and community volunteers in Port St. Johns and Ndlambe local municipalities of the Eastern Cape Province. The study findings show that the CSG is relevant in the context of providing the needed support for the OVCs, which will enhance their wellbeing and development. It identified CSG as a mechanism which supports the concept of ensuring that OVCs have an adult caregiver who supports them. It shows that the CSG is able to reduce the number of OVCs without an adult caregiver. xii The study identified that many of the caregivers of the OVCs do not have other source of income and this affects their utilisation of the grant to attend to the needs of the children such as caregivers who do not support the wellbeing of the children though they receive CSG. The findings did not identify many challenges with the functioning and management of the CSG scheme. The concerns identified by the study are related to challenges of accessing the grant. The findings show that the caregivers do not encounter obstacles while applying for CSG for reasons related to the fact that some of them are being assisted. It shows that most children that are eligible but are not receiving CSG were for reasons such as caregiver not applying on time for the child or lack of documents required for the application. The study further noted that it was mostly caregivers that were not assisted during the applications process that experienced difficulties. The study observed that supporting the needed infrastructure in resource constrained environment is necessary to assist the children. Building facilities for banking, health care, and recreation as well as educational facilities such as libraries and computer centres were identified as relevant in schemes that aim to improve the quality of lives of children. The study findings revealed that hunger and deprivation could be a defining factor, which influences a child’s interest in education. It concludes that the provision of CSG to families could have strong influence in determining children’s interest in education. The study identified other support systems in the community that complement the CSG mechanism. The supports includes the assistance to process the application for CSG as well as guidance in the utilisation of the grant; after school care programme which provides opportunity for children to receive additional educational support; and material assistance for OVC families. The supports were mostly through community volunteers of organisations in the communities. These supports were found to be useful in supporting the caregivers of the OVCs to support the children.
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- Authors: Obayi, Bennycharles A
- Subjects: Child care services -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9064 , http://hdl.handle.net/10948/1352 , Child care services -- South Africa
- Description: This study is intended to contribute to the existing body of knowledge relative to social protection of Orphans and Vulnerable Children (OVC). It proffers recommendations on sustainable assistance mechanisms which will ensure effective support systems for improved quality of life for OVCs. The impacts of orphanhood and other vulnerability issues on children directly challenge social protection systems and how they support the wellbeing of the children. This presents grave threat to social and economic development as well as the wellbeing of children. Child Support Grant (CSG) is one of South Africa’s largest social protection programmes targeting vulnerable children. The effectiveness of the grants in addressing the concerns of the children is greatly dependent on how it is utilised. The aim of this study is for a review of the support systems for OVCs in South Africa, within the context of social grants to determine its viability to address the challenges of vulnerability. The study is informed by empowerment framework as theoretical paradigm; which postulates that people need to be empowered through sustainable programmes that enhance their capacities to realize their full potentials and become self-sufficient. The study reviewed and appraised relevant approaches that aid empowering OVCs in order to ensure that they are supported to move from state of helplessness to an empowered state. A quantitative research method was used for the survey, data analysis and review. A case study approach was adopted for the study. The population of this study consisted of selected families of OVCs and community volunteers in Port St. Johns and Ndlambe local municipalities of the Eastern Cape Province. The study findings show that the CSG is relevant in the context of providing the needed support for the OVCs, which will enhance their wellbeing and development. It identified CSG as a mechanism which supports the concept of ensuring that OVCs have an adult caregiver who supports them. It shows that the CSG is able to reduce the number of OVCs without an adult caregiver. xii The study identified that many of the caregivers of the OVCs do not have other source of income and this affects their utilisation of the grant to attend to the needs of the children such as caregivers who do not support the wellbeing of the children though they receive CSG. The findings did not identify many challenges with the functioning and management of the CSG scheme. The concerns identified by the study are related to challenges of accessing the grant. The findings show that the caregivers do not encounter obstacles while applying for CSG for reasons related to the fact that some of them are being assisted. It shows that most children that are eligible but are not receiving CSG were for reasons such as caregiver not applying on time for the child or lack of documents required for the application. The study further noted that it was mostly caregivers that were not assisted during the applications process that experienced difficulties. The study observed that supporting the needed infrastructure in resource constrained environment is necessary to assist the children. Building facilities for banking, health care, and recreation as well as educational facilities such as libraries and computer centres were identified as relevant in schemes that aim to improve the quality of lives of children. The study findings revealed that hunger and deprivation could be a defining factor, which influences a child’s interest in education. It concludes that the provision of CSG to families could have strong influence in determining children’s interest in education. The study identified other support systems in the community that complement the CSG mechanism. The supports includes the assistance to process the application for CSG as well as guidance in the utilisation of the grant; after school care programme which provides opportunity for children to receive additional educational support; and material assistance for OVC families. The supports were mostly through community volunteers of organisations in the communities. These supports were found to be useful in supporting the caregivers of the OVCs to support the children.
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Factors contributing to occupational stress in student support staff in a Further Education and Training (FET) College in the Southern Cape
- Authors: De Klerk, Ulricha
- Subjects: Work -- Psychological aspects , Job stress -- South Africa -- Western Cape , College students -- South Africa -- Western Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10085 , http://hdl.handle.net/10948/d1020806
- Description: The main purpose of this study is to explore the factors that contribute to occupational stress as experienced by the Student Support staff in a Further Education and Training (FET) College in the Southern Cape. The Student Support staff has displayed many symptoms of stress over the past few years. This in turn has led to absenteeism, change in staff temperament, their feelings towards the College, motivation levels and a significant change in the staff’s day to day operations. Although the Head of Department for Student Support Services has engaged with the staff on numerous occasions to discuss the reasons for their experience of stress, no substantial reasons could be established in order to make the necessary changes in the department. No interventions that have been implemented to date have relieved the staff’s experience of stress. The researcher chose to use a qualitative, exploratory, descriptive and contextual research design to gain insight into the situation or phenomenon in order to identify the factors contributing to occupational stress and to identify measures that can be implemented to reduce occupational stress in the Student Support staff. The participants in this research included at least 10 Student Support staff within the Student Support Services Department at a Further Education and Training College in the Southern Cape. Purposive sampling was used in this research study. Interviews will continue until data saturation is achieved. The staff members must have been employed for at least one year in the Student Support Services Department. The researcher will make use of semi-structured interviews, observations and field notes. The data will be systematically collected and meanings, themes and general descriptions of the experience analysed within the specific context (de Vos, Strydom, Fouche & Delport, 2005). The researcher will make use of Tesch’s method of analysis, and use Guba’s strategies for ensuring Trustworthiness. The researcher will apply the ethical considerations of confidentiality, informed consent, ethical approval from relevant institutions, avoidance of harm to participants, truthfulness and the debriefing of participants when conducting this study. The findings were reported as three major themes and subthemes. The three major themes were; Student support staff identified several factors that contributed to occupational stress, Student support staff identified the effect that occupational stress has on them, Student support staff offered suggestions that the college could implement to reduce occupational stress. These themes were discussed and analysed in-depth.
- Full Text:
- Authors: De Klerk, Ulricha
- Subjects: Work -- Psychological aspects , Job stress -- South Africa -- Western Cape , College students -- South Africa -- Western Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10085 , http://hdl.handle.net/10948/d1020806
- Description: The main purpose of this study is to explore the factors that contribute to occupational stress as experienced by the Student Support staff in a Further Education and Training (FET) College in the Southern Cape. The Student Support staff has displayed many symptoms of stress over the past few years. This in turn has led to absenteeism, change in staff temperament, their feelings towards the College, motivation levels and a significant change in the staff’s day to day operations. Although the Head of Department for Student Support Services has engaged with the staff on numerous occasions to discuss the reasons for their experience of stress, no substantial reasons could be established in order to make the necessary changes in the department. No interventions that have been implemented to date have relieved the staff’s experience of stress. The researcher chose to use a qualitative, exploratory, descriptive and contextual research design to gain insight into the situation or phenomenon in order to identify the factors contributing to occupational stress and to identify measures that can be implemented to reduce occupational stress in the Student Support staff. The participants in this research included at least 10 Student Support staff within the Student Support Services Department at a Further Education and Training College in the Southern Cape. Purposive sampling was used in this research study. Interviews will continue until data saturation is achieved. The staff members must have been employed for at least one year in the Student Support Services Department. The researcher will make use of semi-structured interviews, observations and field notes. The data will be systematically collected and meanings, themes and general descriptions of the experience analysed within the specific context (de Vos, Strydom, Fouche & Delport, 2005). The researcher will make use of Tesch’s method of analysis, and use Guba’s strategies for ensuring Trustworthiness. The researcher will apply the ethical considerations of confidentiality, informed consent, ethical approval from relevant institutions, avoidance of harm to participants, truthfulness and the debriefing of participants when conducting this study. The findings were reported as three major themes and subthemes. The three major themes were; Student support staff identified several factors that contributed to occupational stress, Student support staff identified the effect that occupational stress has on them, Student support staff offered suggestions that the college could implement to reduce occupational stress. These themes were discussed and analysed in-depth.
- Full Text:
Job satisfaction amongst middle managers of Department of Health
- Authors: Mawonga, Mzukisi Edward
- Subjects: Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape. , Middle managers -- Job satisfaction , Public health administration -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10082 , http://hdl.handle.net/10948/d1020197
- Description: Job satisfaction studies are an essential element for ensuring improvement in service delivery. The researcher was committed to assist top management with important information that can make them aware of the causes and consequences of job satisfaction (Nel, Van Dyk, Haasbroek, Schultz, Sono and Werner, 2006:52). Job satisfaction is not only concerned with feeling good at work, it also encompasses job content, the work environment and interaction with all people. The study was conducted at the Department of Health in the Province of the Eastern Cape. This study aimed to describe the level of job satisfaction amongst middle managers of the Department of Health (DoH) at the Head Office, in terms of remuneration, interpersonal relationships, development, support, recognition, extent of supervision, their attitude to the work itself and working conditions.
- Full Text:
- Authors: Mawonga, Mzukisi Edward
- Subjects: Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape. , Middle managers -- Job satisfaction , Public health administration -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10082 , http://hdl.handle.net/10948/d1020197
- Description: Job satisfaction studies are an essential element for ensuring improvement in service delivery. The researcher was committed to assist top management with important information that can make them aware of the causes and consequences of job satisfaction (Nel, Van Dyk, Haasbroek, Schultz, Sono and Werner, 2006:52). Job satisfaction is not only concerned with feeling good at work, it also encompasses job content, the work environment and interaction with all people. The study was conducted at the Department of Health in the Province of the Eastern Cape. This study aimed to describe the level of job satisfaction amongst middle managers of the Department of Health (DoH) at the Head Office, in terms of remuneration, interpersonal relationships, development, support, recognition, extent of supervision, their attitude to the work itself and working conditions.
- Full Text:
Measuring employee participation initiatives within RoyalServe Cleaning (Pty) Ltd
- Authors: Ntini, Vusani
- Subjects: Management -- Employee participation , Strategic planning -- Employee participation
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9430 , http://hdl.handle.net/10948/d1018677
- Description: Employee participation is a common and popular aspect of most labour relations systems in many countries, including South Africa (the RSA). For years now, there have been debates around the actual benefits of employee participation initiatives to both the business and its employees. Various factors influence the development of participation initiatives within businesses. Some of these factors include legislation, management perceptions and attitudes, socio-economic factors, political and business complexities. These factors vary from one economy to another, from industry to industry, from company to company and may be classified into internal or external factors. It is even suggested that participation initiatives and levels of implementation may be different within the same organization, from department to department, and from one geographic set-up to another within the same organisation. It is for this reason that this research was undertaken. RoyalServe(RS) has an average of 12 000 employees and about 800 sites or branches or units within the RSA. A number of employee participation models and initiatives exist within RS, and it has been argued by many (inter alia trade unions, employees, managers) that the implementation of these models varies from one site to the next - with one of the major influencing factors being the size of a branch or site. Employee participation initiatives and models are established either voluntarily or in response to compliance with legislation. Some scholars and practitioners have suggested that employee participation models that yield positive results for both parties are the ones that are voluntary and have not been undertaken for legal compliance purposes. Others argue that even in cases where it is legislated and practiced for compliance, the end result remains the same. From a comparative point of view, the Japanese and German models of employee participation have been, for some time now, crowned as classic examples of employee participation. Interestingly, the two models (Japanese and German) were implemented for contrasting reasons. The Japanese model is voluntary whereas the German model is legislated. Both models remain leading examples of how successful participation can be, regardless of the reasons for its implementation. Royal Serve Cleaning operates in three Sub Saharan countries: South Africa, Lesotho and Namibia (making it a transnational organisation). The Head Office is situated in Midrand, Johannesburg, RSA. The following regional offices exist to provide immediate and more flexible support to both employees and clients at regional level: Cape Town: Western Cape; Midrand: Gauteng Province, Limpopo, North West and Mpumalanga; Bloemfontein: Free State, Lesotho and Northern Cape; Durban: KZN; Port Elizabeth: Eastern Cape; Namibia.The primary goal of this research was to investigate how the size of a site influences the implementation of employee participation within RoyalServe Cleaning (Pty) Ltd. Put differently, the question to be answered by the research is: are employee participation initiatives applied similarly across all sites within RoyalServe regardless of size? Another question that has been answered in this research report, albeit indirectly, is: do RoyalServe employees understand the various participation initiatives in place at all levels of the organisation? Accusations have been leveled by some employees that employee participation initiatives at RS are benefiting only those employees based at the big sites at the expense of the smaller ones. The research methodology followed in this paper includes: A review of the available literature about RoyalServe employee participation strategies, initiatives, minutes, reports and practices; The development of a questionnaire which was then distributed to selected employees at all levels within the organisation. The analysis of information gathered in the above activities and recommendations formulated was based on gathered data.
- Full Text:
- Authors: Ntini, Vusani
- Subjects: Management -- Employee participation , Strategic planning -- Employee participation
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9430 , http://hdl.handle.net/10948/d1018677
- Description: Employee participation is a common and popular aspect of most labour relations systems in many countries, including South Africa (the RSA). For years now, there have been debates around the actual benefits of employee participation initiatives to both the business and its employees. Various factors influence the development of participation initiatives within businesses. Some of these factors include legislation, management perceptions and attitudes, socio-economic factors, political and business complexities. These factors vary from one economy to another, from industry to industry, from company to company and may be classified into internal or external factors. It is even suggested that participation initiatives and levels of implementation may be different within the same organization, from department to department, and from one geographic set-up to another within the same organisation. It is for this reason that this research was undertaken. RoyalServe(RS) has an average of 12 000 employees and about 800 sites or branches or units within the RSA. A number of employee participation models and initiatives exist within RS, and it has been argued by many (inter alia trade unions, employees, managers) that the implementation of these models varies from one site to the next - with one of the major influencing factors being the size of a branch or site. Employee participation initiatives and models are established either voluntarily or in response to compliance with legislation. Some scholars and practitioners have suggested that employee participation models that yield positive results for both parties are the ones that are voluntary and have not been undertaken for legal compliance purposes. Others argue that even in cases where it is legislated and practiced for compliance, the end result remains the same. From a comparative point of view, the Japanese and German models of employee participation have been, for some time now, crowned as classic examples of employee participation. Interestingly, the two models (Japanese and German) were implemented for contrasting reasons. The Japanese model is voluntary whereas the German model is legislated. Both models remain leading examples of how successful participation can be, regardless of the reasons for its implementation. Royal Serve Cleaning operates in three Sub Saharan countries: South Africa, Lesotho and Namibia (making it a transnational organisation). The Head Office is situated in Midrand, Johannesburg, RSA. The following regional offices exist to provide immediate and more flexible support to both employees and clients at regional level: Cape Town: Western Cape; Midrand: Gauteng Province, Limpopo, North West and Mpumalanga; Bloemfontein: Free State, Lesotho and Northern Cape; Durban: KZN; Port Elizabeth: Eastern Cape; Namibia.The primary goal of this research was to investigate how the size of a site influences the implementation of employee participation within RoyalServe Cleaning (Pty) Ltd. Put differently, the question to be answered by the research is: are employee participation initiatives applied similarly across all sites within RoyalServe regardless of size? Another question that has been answered in this research report, albeit indirectly, is: do RoyalServe employees understand the various participation initiatives in place at all levels of the organisation? Accusations have been leveled by some employees that employee participation initiatives at RS are benefiting only those employees based at the big sites at the expense of the smaller ones. The research methodology followed in this paper includes: A review of the available literature about RoyalServe employee participation strategies, initiatives, minutes, reports and practices; The development of a questionnaire which was then distributed to selected employees at all levels within the organisation. The analysis of information gathered in the above activities and recommendations formulated was based on gathered data.
- Full Text:
Nurse managers' perceptions of the Eastern Cape department of health employee assistance programme
- Authors: Stenge, Nyameka
- Subjects: Employee assistance programs -- South Africa -- Eastern Cape , Nurse administrators -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10088 , http://hdl.handle.net/10948/d1021203
- Description: Organizations assist employees to deal effectively with demanding work and the work environment, including their personal problems, through an Employee Assistance Programme (EAP). The essence of the EAP is the application of knowledge about behaviour and behavioural health to make accurate assessments, followed by appropriate action to improve the productivity and healthy functioning of the employees. According to the report from the Employee Wellness Directorate of the Eastern Cape, the Employee Assistance Programme Practitioners saw 576 employees in 2010. These statistics only represent a few districts in the Eastern Cape as some districts do not have Employee Assistance Practitioners offering employee assistance, hence this number could be higher. In some instances employees do self-referral, which may increase the number without the managers knowing who is utilizing the EAP. This makes it difficult for the managers to monitor such employees and the effectiveness of the intervention rendered. Managers refer employees but do not have control over whether employees made use of the EAP and on the progress in sessions as they do not always receive the feedback. The Employee Assistance counsellor may receive a written referral from the nursing manager and then consults the referred employee in private. The employee gives consent and then the EAP counsellor addresses the problem at hand. If it is a complex case needing expert intervention arrangements are made. If the intervention requires follow up sessions, the EAP counsellor makes the necessary arrangements through the referring manager until the problem is resolved. The EAP counsellor monitors the employee and asks the manager to support the employee without divulging details of the problem that was being addressed. However, the Nursing Managers do not know how effective the programme is and whether the employees benefit from the use. The above-mentioned problem led the researcher to ask the following questions: • What are the perceptions that Nurse Managers in the Department of Health in the Eastern Cape Province have of the effectiveness of the Employee Assistance Programme? • How can Nurse Managers optimize employees’ use of the EAP? The goal of this study was to identify the perceptions of Nurse Managers of the Employee Assistance Programme in order to determine how the programme’s use can be optimized. The researcher used a qualitative, explorative, descriptive and contextual design. The research population was selected purposively and included the Nursing Managers in the Department of Health in the Chris Hani District, Eastern Cape, who have referred employees to the Employee Assistance Programme. Semi-structured interviews were used during the data gathering process. Interviews were conducted at a venue convenient to the participants. Open-ended questions were asked to enable participants to express their perceptions on the topic. The researcher also used observation and field-notes to ensure that the data gathering provided rich information. The data was analysed using Tesch’s method of data analysis. Trustworthiness was ensured by using Guba’s model of trustworthiness. The ethical strategies of informed consent, confidentiality and anonymity, avoidance of harm and voluntary participation were ensured. Two themes emerged from the data analysis. Theme one showed that the participants had contrasting perceptions regarding the effectiveness of the current Employee Assistance Programme. Some felt that they have benefitted from the programme while others felt differently. Theme two described the participants’ views elated to improving the utilization of the EAP. Positive and negative factors that impacted on the implementation of EAP have been identified. Results show that both the employer and the employees could benefit if EAP is well implemented. Decentralization of EAP could be very cost effective and could save the employer thousands of rands because resources would be utilized better.
- Full Text:
- Authors: Stenge, Nyameka
- Subjects: Employee assistance programs -- South Africa -- Eastern Cape , Nurse administrators -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10088 , http://hdl.handle.net/10948/d1021203
- Description: Organizations assist employees to deal effectively with demanding work and the work environment, including their personal problems, through an Employee Assistance Programme (EAP). The essence of the EAP is the application of knowledge about behaviour and behavioural health to make accurate assessments, followed by appropriate action to improve the productivity and healthy functioning of the employees. According to the report from the Employee Wellness Directorate of the Eastern Cape, the Employee Assistance Programme Practitioners saw 576 employees in 2010. These statistics only represent a few districts in the Eastern Cape as some districts do not have Employee Assistance Practitioners offering employee assistance, hence this number could be higher. In some instances employees do self-referral, which may increase the number without the managers knowing who is utilizing the EAP. This makes it difficult for the managers to monitor such employees and the effectiveness of the intervention rendered. Managers refer employees but do not have control over whether employees made use of the EAP and on the progress in sessions as they do not always receive the feedback. The Employee Assistance counsellor may receive a written referral from the nursing manager and then consults the referred employee in private. The employee gives consent and then the EAP counsellor addresses the problem at hand. If it is a complex case needing expert intervention arrangements are made. If the intervention requires follow up sessions, the EAP counsellor makes the necessary arrangements through the referring manager until the problem is resolved. The EAP counsellor monitors the employee and asks the manager to support the employee without divulging details of the problem that was being addressed. However, the Nursing Managers do not know how effective the programme is and whether the employees benefit from the use. The above-mentioned problem led the researcher to ask the following questions: • What are the perceptions that Nurse Managers in the Department of Health in the Eastern Cape Province have of the effectiveness of the Employee Assistance Programme? • How can Nurse Managers optimize employees’ use of the EAP? The goal of this study was to identify the perceptions of Nurse Managers of the Employee Assistance Programme in order to determine how the programme’s use can be optimized. The researcher used a qualitative, explorative, descriptive and contextual design. The research population was selected purposively and included the Nursing Managers in the Department of Health in the Chris Hani District, Eastern Cape, who have referred employees to the Employee Assistance Programme. Semi-structured interviews were used during the data gathering process. Interviews were conducted at a venue convenient to the participants. Open-ended questions were asked to enable participants to express their perceptions on the topic. The researcher also used observation and field-notes to ensure that the data gathering provided rich information. The data was analysed using Tesch’s method of data analysis. Trustworthiness was ensured by using Guba’s model of trustworthiness. The ethical strategies of informed consent, confidentiality and anonymity, avoidance of harm and voluntary participation were ensured. Two themes emerged from the data analysis. Theme one showed that the participants had contrasting perceptions regarding the effectiveness of the current Employee Assistance Programme. Some felt that they have benefitted from the programme while others felt differently. Theme two described the participants’ views elated to improving the utilization of the EAP. Positive and negative factors that impacted on the implementation of EAP have been identified. Results show that both the employer and the employees could benefit if EAP is well implemented. Decentralization of EAP could be very cost effective and could save the employer thousands of rands because resources would be utilized better.
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Perceptions of health care professionals regarding facilitation of resilience in the workplace
- Smith, G
- Authors: Smith, G
- Subjects: Nurses -- Job stress , Resilience (Personality trait) , Nursing -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10086 , http://hdl.handle.net/10948/d1020948
- Description: A person’s career takes up a large portion of his or her life for a minimum of 8 hours per day. A large portion of their time is spent performing their duties which are often accompanied by various demands or pressure that can result in an employee experiencing stress. Over time this build-up of stress due to job demands affects their ability to perform at work. This study aimed to identify, explore and describe the factors that facilitate the resilience of healthcare professionals working at a Campus Health Service at a Higher Education Institution. An exploratory descriptive study consisting of a qualitative nature was employed. Data was obtained from semi-structured interviews. The questions that were posed to participants read as follows: (1) “Tell me about the demands placed on you in your current work situation”, (2) “How do you cope with the demands placed on you?”, (3) “What can be done to assist you to cope better at work?”, and lastly (4) “Any additional questions/comments?”. The fourth question was added by the researcher in order for participants to have the opportunity to add to what they have said previously. Data was gathered until data saturation was reached. Tesch’s model of content analysis as well as Guba’s model of trustworthiness was employed, in order to analyse the data. An independent coder was subsequently employed to ensure the trustworthiness of the data. The findings revealed that all participants found workplace demands to be stressful, in terms of physical, emotional and time-related demands placed on them. Participants identified strategies that could help them cope with their demands such as open air activities, debriefing with colleagues or making use of a wellness line, maintaining a positive attitude, support from management and colleagues, the ability to practice initiative and autonomous decision-making, and lastly, religious practices. In addition, participants made recommendations on how employers can help relieve their stress. The recommendations included developing an in-house wellness programme, providing sufficient staff of the correct categories, providing adequate facilities and equipment to improve efficiency, providing developmental opportunities, scheduling training programmes for less busy times of the year, and lastly, introducing elements of structured flexi-time for employees.
- Full Text:
- Authors: Smith, G
- Subjects: Nurses -- Job stress , Resilience (Personality trait) , Nursing -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10086 , http://hdl.handle.net/10948/d1020948
- Description: A person’s career takes up a large portion of his or her life for a minimum of 8 hours per day. A large portion of their time is spent performing their duties which are often accompanied by various demands or pressure that can result in an employee experiencing stress. Over time this build-up of stress due to job demands affects their ability to perform at work. This study aimed to identify, explore and describe the factors that facilitate the resilience of healthcare professionals working at a Campus Health Service at a Higher Education Institution. An exploratory descriptive study consisting of a qualitative nature was employed. Data was obtained from semi-structured interviews. The questions that were posed to participants read as follows: (1) “Tell me about the demands placed on you in your current work situation”, (2) “How do you cope with the demands placed on you?”, (3) “What can be done to assist you to cope better at work?”, and lastly (4) “Any additional questions/comments?”. The fourth question was added by the researcher in order for participants to have the opportunity to add to what they have said previously. Data was gathered until data saturation was reached. Tesch’s model of content analysis as well as Guba’s model of trustworthiness was employed, in order to analyse the data. An independent coder was subsequently employed to ensure the trustworthiness of the data. The findings revealed that all participants found workplace demands to be stressful, in terms of physical, emotional and time-related demands placed on them. Participants identified strategies that could help them cope with their demands such as open air activities, debriefing with colleagues or making use of a wellness line, maintaining a positive attitude, support from management and colleagues, the ability to practice initiative and autonomous decision-making, and lastly, religious practices. In addition, participants made recommendations on how employers can help relieve their stress. The recommendations included developing an in-house wellness programme, providing sufficient staff of the correct categories, providing adequate facilities and equipment to improve efficiency, providing developmental opportunities, scheduling training programmes for less busy times of the year, and lastly, introducing elements of structured flexi-time for employees.
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Philosophies that inform discipline strategies among teachers
- Authors: Von Wildemann, Amy-Rose
- Subjects: School discipline -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9504 , http://hdl.handle.net/10948/1302 , School discipline -- South Africa
- Description: Numerous teachers in South Africa are experiencing ill‐discipline within the classroom environment. They are not receiving the necessary support and guidance from the relevant departments, and thus, rely on their own reactive measures to manage the disruptive behaviour present in the classroom. Previous studies have shown that the South African Education Department has not provided all teachers with the necessary training needed to implement the new discipline strategies proposed by the Department of Education. Therefore, teachers rely on what they perceive to be effective in maintaining discipline, which is an indication of their personal teaching philosophy, as they base their own knowledge on what they have experienced and learnt in the past. This study followed a qualitative enquiry, which is descriptive and explorative. The data generation tools that were utilised for the study were, ‘drawing’ and ‘photo album’, both of which represent visual methodology activities. Furthermore, the primary aim of the study is to determine the underlying teaching philosophies that inform selected township teachers’ approaches to discipline in their classrooms. However, the findings indicated that the use of corporal punishment is still visibly prevalent in this township school. Even though it was revealed that the prominent teaching philosophy was not that of fundamental pedagogics, but featured somewhere in between the humanising pedagogy and Noddings’ theory of caring, the effects of teaching during Apartheid under the principles of fundamental pedagogics is still existent in the township.
- Full Text:
- Authors: Von Wildemann, Amy-Rose
- Subjects: School discipline -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9504 , http://hdl.handle.net/10948/1302 , School discipline -- South Africa
- Description: Numerous teachers in South Africa are experiencing ill‐discipline within the classroom environment. They are not receiving the necessary support and guidance from the relevant departments, and thus, rely on their own reactive measures to manage the disruptive behaviour present in the classroom. Previous studies have shown that the South African Education Department has not provided all teachers with the necessary training needed to implement the new discipline strategies proposed by the Department of Education. Therefore, teachers rely on what they perceive to be effective in maintaining discipline, which is an indication of their personal teaching philosophy, as they base their own knowledge on what they have experienced and learnt in the past. This study followed a qualitative enquiry, which is descriptive and explorative. The data generation tools that were utilised for the study were, ‘drawing’ and ‘photo album’, both of which represent visual methodology activities. Furthermore, the primary aim of the study is to determine the underlying teaching philosophies that inform selected township teachers’ approaches to discipline in their classrooms. However, the findings indicated that the use of corporal punishment is still visibly prevalent in this township school. Even though it was revealed that the prominent teaching philosophy was not that of fundamental pedagogics, but featured somewhere in between the humanising pedagogy and Noddings’ theory of caring, the effects of teaching during Apartheid under the principles of fundamental pedagogics is still existent in the township.
- Full Text:
Rehabilitation of children with severe acute malnutrition with ready-to-use therapeutic food compared to F100 at Clairwood Hospital, KwaZulu-Natal
- Authors: Nomvete, Anele Yoliswa
- Subjects: Malnutrition in children -- South Africa -- KwaZulu-Natal , Dietary supplements -- South Africa -- KwaZulu-Natal , Rehabilitation
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10087 , http://hdl.handle.net/10948/d1020982
- Description: Background: The World Health Organisation (WHO) initially recommended F100 formula in the treatment of severe malnutrition. F100 is made with full cream milk powder, sugar, oil and water with added minerals and vitamins. Ready to-use therapeutic food (RUTF) is a highly nutrient dense food enriched with minerals and vitamins, with a similar nutrient profile but greater energy and nutrient density than F100. RUTF has shown to be effective in the treatment of severe and moderate wasting and is associated with an increased recovery rate. In South Africa no studies are available on the recovery rate of children with severe acute malnutrition treated with RUTFs. Aim: To compare the recovery of clinically stable severe acute malnourished children, between the age of 12 and 60 months, treated with either F100 or RUTF as nutrition supplement. Methods: A randomised clinically controlled trial was performed. All children referred to Clairwood hospital with severe acute malnutrition (SAM), defined as a weight for height measurement of <70 percent of the median and/or < -3 SD below the mean WHO reference values or the presence of bilateral oedema were included in this study. Children were stratified according to age and gender and subsequently randomly assigned with randomisation tables to either the RUTF or F100 group. A total of 35 children were included in this study and data from 34 were analysed with 17 in each group. Results: Most children included in this study were between 12 and 18 months with boys in the majority. Both groups had a large percentage of HIV-infected children (70 percent in the RUTF group and 76 percent in the F100 group), with Tuberculosis (TB) co-infection in some of the children. One child died due to HIV related complications. The rate of weight gain was 7.77g/kg/day in the RUTF group and 6.11g/kg/day in the F100 group. There was no statistical significant difference established between groups (p = 0.46). The majority of children recovered within 21 days on the RUTF while the majority of children in the F100 group recovered after 6 weeks. There were no changes in height during the rehabilitation of these children. MUAC changes were observed with 92 percent having a mid-upper arm circumference (MUAC) of > 11.5cm after a 6 week intervention with RUTF and F100. Conclusion: RUTF resulted in better rates of recovery and can be used efficiently in rehabilitating children with SAM in a supervised facility setting. These preliminary results also point towards significant potential savings regarding hospitalisation costs since faster recovery has been demonstrated by children in the RUTF group.
- Full Text:
- Authors: Nomvete, Anele Yoliswa
- Subjects: Malnutrition in children -- South Africa -- KwaZulu-Natal , Dietary supplements -- South Africa -- KwaZulu-Natal , Rehabilitation
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10087 , http://hdl.handle.net/10948/d1020982
- Description: Background: The World Health Organisation (WHO) initially recommended F100 formula in the treatment of severe malnutrition. F100 is made with full cream milk powder, sugar, oil and water with added minerals and vitamins. Ready to-use therapeutic food (RUTF) is a highly nutrient dense food enriched with minerals and vitamins, with a similar nutrient profile but greater energy and nutrient density than F100. RUTF has shown to be effective in the treatment of severe and moderate wasting and is associated with an increased recovery rate. In South Africa no studies are available on the recovery rate of children with severe acute malnutrition treated with RUTFs. Aim: To compare the recovery of clinically stable severe acute malnourished children, between the age of 12 and 60 months, treated with either F100 or RUTF as nutrition supplement. Methods: A randomised clinically controlled trial was performed. All children referred to Clairwood hospital with severe acute malnutrition (SAM), defined as a weight for height measurement of <70 percent of the median and/or < -3 SD below the mean WHO reference values or the presence of bilateral oedema were included in this study. Children were stratified according to age and gender and subsequently randomly assigned with randomisation tables to either the RUTF or F100 group. A total of 35 children were included in this study and data from 34 were analysed with 17 in each group. Results: Most children included in this study were between 12 and 18 months with boys in the majority. Both groups had a large percentage of HIV-infected children (70 percent in the RUTF group and 76 percent in the F100 group), with Tuberculosis (TB) co-infection in some of the children. One child died due to HIV related complications. The rate of weight gain was 7.77g/kg/day in the RUTF group and 6.11g/kg/day in the F100 group. There was no statistical significant difference established between groups (p = 0.46). The majority of children recovered within 21 days on the RUTF while the majority of children in the F100 group recovered after 6 weeks. There were no changes in height during the rehabilitation of these children. MUAC changes were observed with 92 percent having a mid-upper arm circumference (MUAC) of > 11.5cm after a 6 week intervention with RUTF and F100. Conclusion: RUTF resulted in better rates of recovery and can be used efficiently in rehabilitating children with SAM in a supervised facility setting. These preliminary results also point towards significant potential savings regarding hospitalisation costs since faster recovery has been demonstrated by children in the RUTF group.
- Full Text:
Self-regulation of the press in South Africa: analysis of selected cases
- Authors: Johaar, Odette
- Subjects: Press -- South Africa , Press and politics -- South Africa -- History -- 20th century , Freedom of the press -- South Africa , Newspapers , Journalism -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8423 , http://hdl.handle.net/10948/d1019752
- Description: The aim of this study is to present information to members of the South African press, academics in the field of journalism as well as individuals of the South African public who have a keen interest in printed communication in South Africa. The information presented discusses the practice of self-regulation in the South African press, through a study of the Press Council of South Africa (PCSA), the Press Ombudsman and the Press Appeals Panel that is a non-governmental organisation to regulate the press in South Africa. This study will include an analysis of the functions of the Press Ombudsman, the PCSA, the Press Appeals Panel, as well as the role of the constitution of the PSCA and the South African Press Code, which the PCSA uses as a guideline for publications that subscribe to it. Furthermore, a study into the complaints procedure and the determination of the outcome will be done in addition to the sanctions imposed on publications and journalists in breach of the Press Code as well as the acknowledgement given to individuals who have lodged a complaint to the Press Ombudsman, and the article or publication they have complained against had been in breach of the press code. In addition, this study will analyse the outcomes of selected complaints submitted to the PCSA as well as an analysis of submissions made to the PCSA task team and the Press Freedom Commission, an independent commission that was set up to research the regulations of the press. It was found that the PCSA strengthened the system of regulation with the help of the public. It is apparent that the organisation took into account many of the points raised in public submissions. Although the system is self-regulatory it is important to take note that it values and upholds the views of the public. Although though the sanctioning of wayward newspapers was not severe, it had become more defined in the amended code. A point of concern that did not improve over time is the time frame that the Press Ombudsman‟s Office took to resolve the disputes. The delays caused in some disputes were caused by loop holes in the press code and complaints procedure as well as defiant journalists. The PCSA is currently being restructured. As a society changes, the press industry needs to adapt to its needs. This means that the press code will have to constantly be developed to suit society‟s rapidly changing needs. The PCSA has attempted to meet those needs by constantly changing to ensure that the regulatory structure remains relevant.
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- Authors: Johaar, Odette
- Subjects: Press -- South Africa , Press and politics -- South Africa -- History -- 20th century , Freedom of the press -- South Africa , Newspapers , Journalism -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8423 , http://hdl.handle.net/10948/d1019752
- Description: The aim of this study is to present information to members of the South African press, academics in the field of journalism as well as individuals of the South African public who have a keen interest in printed communication in South Africa. The information presented discusses the practice of self-regulation in the South African press, through a study of the Press Council of South Africa (PCSA), the Press Ombudsman and the Press Appeals Panel that is a non-governmental organisation to regulate the press in South Africa. This study will include an analysis of the functions of the Press Ombudsman, the PCSA, the Press Appeals Panel, as well as the role of the constitution of the PSCA and the South African Press Code, which the PCSA uses as a guideline for publications that subscribe to it. Furthermore, a study into the complaints procedure and the determination of the outcome will be done in addition to the sanctions imposed on publications and journalists in breach of the Press Code as well as the acknowledgement given to individuals who have lodged a complaint to the Press Ombudsman, and the article or publication they have complained against had been in breach of the press code. In addition, this study will analyse the outcomes of selected complaints submitted to the PCSA as well as an analysis of submissions made to the PCSA task team and the Press Freedom Commission, an independent commission that was set up to research the regulations of the press. It was found that the PCSA strengthened the system of regulation with the help of the public. It is apparent that the organisation took into account many of the points raised in public submissions. Although the system is self-regulatory it is important to take note that it values and upholds the views of the public. Although though the sanctioning of wayward newspapers was not severe, it had become more defined in the amended code. A point of concern that did not improve over time is the time frame that the Press Ombudsman‟s Office took to resolve the disputes. The delays caused in some disputes were caused by loop holes in the press code and complaints procedure as well as defiant journalists. The PCSA is currently being restructured. As a society changes, the press industry needs to adapt to its needs. This means that the press code will have to constantly be developed to suit society‟s rapidly changing needs. The PCSA has attempted to meet those needs by constantly changing to ensure that the regulatory structure remains relevant.
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Speaking out : Africa orality and post-colonial preoccupations in selected examples of contemporary performance poetry
- Authors: Mnensa, Mabel Thandeka
- Subjects: Oral interpretation of poetry , Poetry slams , Oral tradition -- Africa , Folk literature -- Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8455 , http://hdl.handle.net/10948/1193 , Oral interpretation of poetry , Poetry slams , Oral tradition -- Africa , Folk literature -- Africa
- Description: Contemporary performance poetry is a democratic art form that elicits dialogue and is a catalyst for social change. Yet it is an art form that is still not well understood: it is accused of unconsciously mimicking hip-hop and being a watered-down, lesser version of "real" poetry. However once its power is harnessed it may be a powerful art form that can be used to address social ills and act as a medium for memory work. The themes that are prevalent in contemporary performance poetry illustrate society‘s preoccupations. Different South African and American poets from a wide range of socio-economic, national, generational and racial backgrounds are examined to explore the collective preoccupations that keep emerging in the poetry, issues pertaining to race and class, gender, and to the politics of the past and its effect on the present. There is a long debate around the influences of contemporary performance poetry, which is negotiated in Chapter One. Though Gil Scott-Heron‘s "The Revolution will not be Televised" is identified as being a major influence, Saul Williams‘s "Black Stacey" challenges some of the arguments made by Scott-Heron. Lesego Rampolokeng lays the foundation for South African performance poetry by criticising the new black elite in the country in "Riding the Victim Train". Chapter Two examines how the poets challenge the status quo in their work. Sarah Jones‘s "Blood" illustrates how the new black middle class in America is complicit in keeping poor people on the margins, while Kgafela oa Magogodi levels his criticism against state sanctioned poets in South Africa. Mxolisi Nyezwa‘s "The Man is Gone" illustrates that the new class based hierarchal system in South Africa is potentially harsher than the apartheid one that was based on race. Chapter Three focuses on gender issues that are prevalent in South Africa. Tumi Molekane‘s "Yvonne" illustrates the danger that is embedded in the hetero-normative narrative while oa Magogodi‘s "Samson and deli(e)lah" and Sam‘s "Eve" explore how this narrative is unjustly informed by misinterpretations of the Bible. History and the impact of the past on the present is the focus of Chapter Four. "76" by Molekane illustrates how the apartheid legacy still affects many in South Africa, while Andrea Gibson‘s "Eli" explores the devastating effects of America‘s war efforts in Iraq. Dennis Brutus highlights the cathartic attributes of poetry that is community-driven in "So Neat They Were" and "Mumia". The chapter ends with an exploration of how the form of izibongo is used by Chris Thurman in "Holy City (A Jozi Praise-Poem)". The last poem illustrates how the past informs the present and suggests that despite the bleakness of the past, there is hope for South Africa because of its rich cultural heritage.
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- Authors: Mnensa, Mabel Thandeka
- Subjects: Oral interpretation of poetry , Poetry slams , Oral tradition -- Africa , Folk literature -- Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8455 , http://hdl.handle.net/10948/1193 , Oral interpretation of poetry , Poetry slams , Oral tradition -- Africa , Folk literature -- Africa
- Description: Contemporary performance poetry is a democratic art form that elicits dialogue and is a catalyst for social change. Yet it is an art form that is still not well understood: it is accused of unconsciously mimicking hip-hop and being a watered-down, lesser version of "real" poetry. However once its power is harnessed it may be a powerful art form that can be used to address social ills and act as a medium for memory work. The themes that are prevalent in contemporary performance poetry illustrate society‘s preoccupations. Different South African and American poets from a wide range of socio-economic, national, generational and racial backgrounds are examined to explore the collective preoccupations that keep emerging in the poetry, issues pertaining to race and class, gender, and to the politics of the past and its effect on the present. There is a long debate around the influences of contemporary performance poetry, which is negotiated in Chapter One. Though Gil Scott-Heron‘s "The Revolution will not be Televised" is identified as being a major influence, Saul Williams‘s "Black Stacey" challenges some of the arguments made by Scott-Heron. Lesego Rampolokeng lays the foundation for South African performance poetry by criticising the new black elite in the country in "Riding the Victim Train". Chapter Two examines how the poets challenge the status quo in their work. Sarah Jones‘s "Blood" illustrates how the new black middle class in America is complicit in keeping poor people on the margins, while Kgafela oa Magogodi levels his criticism against state sanctioned poets in South Africa. Mxolisi Nyezwa‘s "The Man is Gone" illustrates that the new class based hierarchal system in South Africa is potentially harsher than the apartheid one that was based on race. Chapter Three focuses on gender issues that are prevalent in South Africa. Tumi Molekane‘s "Yvonne" illustrates the danger that is embedded in the hetero-normative narrative while oa Magogodi‘s "Samson and deli(e)lah" and Sam‘s "Eve" explore how this narrative is unjustly informed by misinterpretations of the Bible. History and the impact of the past on the present is the focus of Chapter Four. "76" by Molekane illustrates how the apartheid legacy still affects many in South Africa, while Andrea Gibson‘s "Eli" explores the devastating effects of America‘s war efforts in Iraq. Dennis Brutus highlights the cathartic attributes of poetry that is community-driven in "So Neat They Were" and "Mumia". The chapter ends with an exploration of how the form of izibongo is used by Chris Thurman in "Holy City (A Jozi Praise-Poem)". The last poem illustrates how the past informs the present and suggests that despite the bleakness of the past, there is hope for South Africa because of its rich cultural heritage.
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The experiences and coping resources of retirees in a vehicle manufacturing company
- Authors: Cain, Bridgette
- Subjects: Automobile industry workers -- Pensions -- South Africa -- Port Elizabeth , Automobile industry workers -- Retirement -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:16131 , http://hdl.handle.net/10948/484 , Automobile industry workers -- Pensions -- South Africa -- Port Elizabeth , Automobile industry workers -- Retirement -- South Africa -- Port Elizabeth
- Description: Retirement has different meanings for different people. Retirement represents a significant transitional period in the life cycle of an individual. The aim of the study was to explore and describe the experiences and coping resources of retirees. The researcher applied an exploratory, descriptive research design employing the mixed methods of quantitative and qualitative research to gain an in-depth understanding of the phenomenon. A non-probability purposive sampling method was used to identify participants who retired from a specific vehicle manufacturing company in Port Elizabeth. Semi-structured interviewing techniques and a questionnaire called the Coping Resources Inventory were used for data collection. The rationale for using a mixed method approach was to increase the validity of the research findings. Descriptive statistics and the framework provided by Tesch (in Creswell, 2003) were used in data analysis of quantitative and qualitative data respectively. The results of the Coping Resources Inventory indicated that the participants perceived themselves as having an average level of coping resources. The results from the semi-structured interviews reflected that participants’ retirement experiences are mainly influenced by the following three factors: (a) economic resources, (b) social relationships and (c) personal resources. Recommendations were made for future research and intervention regarding retirement planning. The researcher included suggestions for the implementation of a retirement preparation programme. Lastly the limitations and the value of the study were outlined.
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- Authors: Cain, Bridgette
- Subjects: Automobile industry workers -- Pensions -- South Africa -- Port Elizabeth , Automobile industry workers -- Retirement -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:16131 , http://hdl.handle.net/10948/484 , Automobile industry workers -- Pensions -- South Africa -- Port Elizabeth , Automobile industry workers -- Retirement -- South Africa -- Port Elizabeth
- Description: Retirement has different meanings for different people. Retirement represents a significant transitional period in the life cycle of an individual. The aim of the study was to explore and describe the experiences and coping resources of retirees. The researcher applied an exploratory, descriptive research design employing the mixed methods of quantitative and qualitative research to gain an in-depth understanding of the phenomenon. A non-probability purposive sampling method was used to identify participants who retired from a specific vehicle manufacturing company in Port Elizabeth. Semi-structured interviewing techniques and a questionnaire called the Coping Resources Inventory were used for data collection. The rationale for using a mixed method approach was to increase the validity of the research findings. Descriptive statistics and the framework provided by Tesch (in Creswell, 2003) were used in data analysis of quantitative and qualitative data respectively. The results of the Coping Resources Inventory indicated that the participants perceived themselves as having an average level of coping resources. The results from the semi-structured interviews reflected that participants’ retirement experiences are mainly influenced by the following three factors: (a) economic resources, (b) social relationships and (c) personal resources. Recommendations were made for future research and intervention regarding retirement planning. The researcher included suggestions for the implementation of a retirement preparation programme. Lastly the limitations and the value of the study were outlined.
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The human resource department as a strategic business partner in organisations
- Authors: Sakonda, Archford
- Subjects: Human capital -- Management , Strategic planning , Employment agencies
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9431 , http://hdl.handle.net/10948/d1020178
- Description: The human resource department in many organisations is at a crossroad of relevance, constantly being faced with the challenge to prove that it can add value towards the objectives of the business. The Human Resource (HR) department is also faced with a reality that, if the department does not add value to the organisation, it will be farmed out to independent contractors, who can deliver the HR functions at a more efficient and cost effective way. However, organisations have a great opportunity to achieve excellence and competitive advantage through the utilisation of the organisation‟s human resources. Many scholars and authors argued that organisations can achieve the most out of its human resources if the HR department is a Strategic Business Partner (SBP) in these organisations. A thorough literature review has led to the discovery that, despite the appraisal of the Strategic Business Partners (SBP) approach to the management of human resources, little progress has been made with the reinvention of the HR departments from support function towards being a SBP (Lawler & Morhman, 2003; Keith, 2007). The slow progress in the transformation of the HR department was attributed to a wide range of factors including the lack of competencies to take up Strategic Business Partnership roles, lack of management support, and incongruent organisational cultures (Keith, 2007; Sanders & Frenkel, 2009; Ulrich & Brockbank, 2005). Semi-structured interviews were conducted with HR professionals, Managing Directors and other Directors, who sit on a strategic table, to identify the challenges and opportunities the HR department faced as a SBP in organisations. A self-administered questionnaire, based on an existing questionnaire (Ulrich & Cornell (1997) HR role assessment survey) was used to gather the perception of employees regarding the roles the HR departments play in organisations. In this study organisational culture was identified as having a huge impact towards the implementation of HR departments as SBPs. The study also identified the competencies needed for the effective execution of SBP roles, the challenges HR departments may face in the process as well as the important roles the HR department should be devoting most of its time and resources to.
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- Authors: Sakonda, Archford
- Subjects: Human capital -- Management , Strategic planning , Employment agencies
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9431 , http://hdl.handle.net/10948/d1020178
- Description: The human resource department in many organisations is at a crossroad of relevance, constantly being faced with the challenge to prove that it can add value towards the objectives of the business. The Human Resource (HR) department is also faced with a reality that, if the department does not add value to the organisation, it will be farmed out to independent contractors, who can deliver the HR functions at a more efficient and cost effective way. However, organisations have a great opportunity to achieve excellence and competitive advantage through the utilisation of the organisation‟s human resources. Many scholars and authors argued that organisations can achieve the most out of its human resources if the HR department is a Strategic Business Partner (SBP) in these organisations. A thorough literature review has led to the discovery that, despite the appraisal of the Strategic Business Partners (SBP) approach to the management of human resources, little progress has been made with the reinvention of the HR departments from support function towards being a SBP (Lawler & Morhman, 2003; Keith, 2007). The slow progress in the transformation of the HR department was attributed to a wide range of factors including the lack of competencies to take up Strategic Business Partnership roles, lack of management support, and incongruent organisational cultures (Keith, 2007; Sanders & Frenkel, 2009; Ulrich & Brockbank, 2005). Semi-structured interviews were conducted with HR professionals, Managing Directors and other Directors, who sit on a strategic table, to identify the challenges and opportunities the HR department faced as a SBP in organisations. A self-administered questionnaire, based on an existing questionnaire (Ulrich & Cornell (1997) HR role assessment survey) was used to gather the perception of employees regarding the roles the HR departments play in organisations. In this study organisational culture was identified as having a huge impact towards the implementation of HR departments as SBPs. The study also identified the competencies needed for the effective execution of SBP roles, the challenges HR departments may face in the process as well as the important roles the HR department should be devoting most of its time and resources to.
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The perceptions of educators, in the Queenstown education district, of the labour dispute resolution system
- Authors: Rataza, Themba Theophilus
- Subjects: Labor disputes -- South Africa -- Queenstown , Labor laws and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9434 , http://hdl.handle.net/10948/d1020542
- Description: The objective of this study is to conduct a survey concerning the perceptions of educators in the Queenstown education district of the labour dispute resolution system. The education department is one of the biggest departments in the Eastern Cape’s Provincial Administration system. The likelihood of disputes is high when there are many employees. The focus of the study therefore is on how educators perceive the role of the department in terms of ensuring that labour disputes with the department are resolved efficiently and speedily. The advent of a democratic dispensation resulted in the ushering in of progressive labour legislation such as Labour Relations Act 55 of 1995. The objective of this Act is to facilitate economic development, social justice, labour peace and democratization of the workplace. In other words this Act gave birth to the manner in which labour disputes should be resolved. The study was carried out not only to explore the perceptions of educators but also with a view to making recommendations on the findings in order to help contribute towards labour peace and productivity in the workplace. The attitudes of one hundred and forty-one educators were surveyed via questionnaires and six educators who have had labour disputes with the department were interviewed. The key findings of the study revealed that both the educators who were surveyed and those interviewed lack confidence in the effectiveness of the labour dispute procedures in the district; they perceive the system as being inaccessible to them; time taken to resolve disputes is too lengthy; the system lacks necessary independence from the department of education or government and the department is seen as not adhering to its own policies and legislation. Hence there are many disputes and there is a great need for more awareness and for improved training in handling labour dispute resolution systems for district officials and educators. The study recommends more awareness and training sessions for both district officials responsible for labour relations and educators at large. It also calls for an increasingly proactive role by teacher unions in partnership with the department of education to avoid labour disputes. Although the findings cannot be generalized toother districts of the province, they do however highlight critical areas in labour dispute resolution where attention can be paid and focus made in order to ensure labour peace in the workplace for improved productivity and effective teaching and learning.
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- Authors: Rataza, Themba Theophilus
- Subjects: Labor disputes -- South Africa -- Queenstown , Labor laws and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9434 , http://hdl.handle.net/10948/d1020542
- Description: The objective of this study is to conduct a survey concerning the perceptions of educators in the Queenstown education district of the labour dispute resolution system. The education department is one of the biggest departments in the Eastern Cape’s Provincial Administration system. The likelihood of disputes is high when there are many employees. The focus of the study therefore is on how educators perceive the role of the department in terms of ensuring that labour disputes with the department are resolved efficiently and speedily. The advent of a democratic dispensation resulted in the ushering in of progressive labour legislation such as Labour Relations Act 55 of 1995. The objective of this Act is to facilitate economic development, social justice, labour peace and democratization of the workplace. In other words this Act gave birth to the manner in which labour disputes should be resolved. The study was carried out not only to explore the perceptions of educators but also with a view to making recommendations on the findings in order to help contribute towards labour peace and productivity in the workplace. The attitudes of one hundred and forty-one educators were surveyed via questionnaires and six educators who have had labour disputes with the department were interviewed. The key findings of the study revealed that both the educators who were surveyed and those interviewed lack confidence in the effectiveness of the labour dispute procedures in the district; they perceive the system as being inaccessible to them; time taken to resolve disputes is too lengthy; the system lacks necessary independence from the department of education or government and the department is seen as not adhering to its own policies and legislation. Hence there are many disputes and there is a great need for more awareness and for improved training in handling labour dispute resolution systems for district officials and educators. The study recommends more awareness and training sessions for both district officials responsible for labour relations and educators at large. It also calls for an increasingly proactive role by teacher unions in partnership with the department of education to avoid labour disputes. Although the findings cannot be generalized toother districts of the province, they do however highlight critical areas in labour dispute resolution where attention can be paid and focus made in order to ensure labour peace in the workplace for improved productivity and effective teaching and learning.
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