Evaluation of leadership stimulus on employee intrinsic motivation in the Transnet locomotive maintenance business at Swartkops
- Authors: Mdluli, Ignatius Mlanza
- Date: 2024-04
- Subjects: Leadership -- South Africa , Intrinsic motivation , Employee motivation , Transnet
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65164 , vital:74039
- Description: This research evaluated the leadership styles' stimulus on employee intrinsic motivation, focusing on the Transnet Locomotive Maintenance Business in Swartkops as there are leadership and motivation challenges in the organisation. Furthermore, the study explored the stimulus of three distinct leadership styles which are transactional, transformational and charismatic leadership on employees' levels of intrinsic motivation. The primary objective was to explore how these leadership styles nurtured or hindered the internal drive of employees, contributing to the organisation's overall performance. A qualitative research approach was used in the study. Semi-structured interviews were employed to collect insights from participants within the Transnet Locomotive Maintenance Business in Swartkops. Ten participants were selected using purposive selection. Thematic analysis was used to analyse the collected data, revealed patterns and connections between leadership styles and intrinsic motivation outcomes. The study unearthed that transactional leadership, often linked with reward-based approaches, unfavourably stimulated intrinsic motivation for most participants. Conversely, transformational leadership emerged as a potent positive force, constructively stimulating the intrinsic motivation of most employees. Charismatic leadership, known for its persuasive and emotionally engaging attributes, presented a mixed picture, constructively and destructively stimulating intrinsic motivation; therefore, the outcomes of this research have implications for leadership development, organisational strategy and employee engagement practices. The study recommends a transformational leadership style, emphasising inspiration, empowerment and a shared vision, and this enhances employees' intrinsic motivation and, consequently, organisational performance. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-04
- Authors: Mdluli, Ignatius Mlanza
- Date: 2024-04
- Subjects: Leadership -- South Africa , Intrinsic motivation , Employee motivation , Transnet
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65164 , vital:74039
- Description: This research evaluated the leadership styles' stimulus on employee intrinsic motivation, focusing on the Transnet Locomotive Maintenance Business in Swartkops as there are leadership and motivation challenges in the organisation. Furthermore, the study explored the stimulus of three distinct leadership styles which are transactional, transformational and charismatic leadership on employees' levels of intrinsic motivation. The primary objective was to explore how these leadership styles nurtured or hindered the internal drive of employees, contributing to the organisation's overall performance. A qualitative research approach was used in the study. Semi-structured interviews were employed to collect insights from participants within the Transnet Locomotive Maintenance Business in Swartkops. Ten participants were selected using purposive selection. Thematic analysis was used to analyse the collected data, revealed patterns and connections between leadership styles and intrinsic motivation outcomes. The study unearthed that transactional leadership, often linked with reward-based approaches, unfavourably stimulated intrinsic motivation for most participants. Conversely, transformational leadership emerged as a potent positive force, constructively stimulating the intrinsic motivation of most employees. Charismatic leadership, known for its persuasive and emotionally engaging attributes, presented a mixed picture, constructively and destructively stimulating intrinsic motivation; therefore, the outcomes of this research have implications for leadership development, organisational strategy and employee engagement practices. The study recommends a transformational leadership style, emphasising inspiration, empowerment and a shared vision, and this enhances employees' intrinsic motivation and, consequently, organisational performance. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-04
Factors influencing employee engagement in a flexible work environment: a study of the Road Accident Fund
- Authors: Goqo, Nondumiso Zama
- Date: 2023-12
- Subjects: Road Accident Fund (South Africa) , Employee motivation , Flexible work arrangements , Work-life balance Personnel management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65600 , vital:74200
- Description: Employee engagement is a critical aspect of organisational success, and with the increasing adoption of flexible working arrangements (FWAs), understanding its determinants becomes crucial. However, many organisations are struggling to keep employees engaged while offering them flexible working patterns. Therefore, this study aimed to determine the factors that influence employee engagement among employees of the Road Accident Fund (RAF) in South Africa after the introduction of flexible working arrangements. To achieve the main aim of this study, a literature study was undertaken on employee engagement and a flexible working environment. The main focus of the literature study was to determine the factors with the most potential to influence employee engagement in the context of a flexible working environment. These factors emerged as work-life balance, employee wellbeing, leadership, rewards and recognition, learning and development, employee involvement, effective communication and workplace flexibility. This led to conducting an empirical study utilising a self-administered online survey as the data collection instrument to determine the influence of these factors on the engagement of RAF employees. A scale was developed to determine these factors and the current engagement level of employees at the RAF was measured using the Utrecht Work Engagement Scale (UWES) (2002). A descriptive and correlational research design was employed, utilising a convenience sampling method with a final sample of 413 achieved. Data was analysed using descriptive and inferential techniques, including Cronbach’s Alpha, frequency distributions, measure of central tendencies and exploratory factor analysis (EFA), product moment correlation, t-tests, analysis of variance (ANOVA) and chi-square tests. This included the testing for potential relationships between the variables of interest.The results of the empirical study revealed some of factors that were identified in the literature review of this study were found to have a positive influence on the engagement of employees working in the flexible working environment offered by the RAF. These factors are employee well-being, leadership, reward and recognition, learning and development, employee involvement, effective communication and workplace flexibility (time). The factors that were excluded by the results were work-life balance and workplace flexibility (place). These exceptions imply that these factors have less influence on the overall employee engagement levels at the RAF. Moreover, the levels of engagement of RAF employees were found to be at a moderate level. Furthermore, the results indicated that regardless of whether employees utilised FWAs or not, their levels of engagement remained at a moderate level. In other words, the utilisation of FWAs did not appear to significantly impact on the overall engagement levels of employees, and both groups exhibited similar moderate engagement levels. The findings also suggest that the RAF should maintain and enhance the factors that have a positive influence on employee engagement. In addition, the organisation should work on addressing those factors that do not play as significant a role in influencing engagement as the other factors. By taking these steps, the RAF can effectively enhance the overall level of employee engagement among its workforce. , Thesis (MCom) -- Faculty of Business and Economic Sciences, School of Industrial Psychology and Human Resources, 2023
- Full Text:
- Date Issued: 2023-12
- Authors: Goqo, Nondumiso Zama
- Date: 2023-12
- Subjects: Road Accident Fund (South Africa) , Employee motivation , Flexible work arrangements , Work-life balance Personnel management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65600 , vital:74200
- Description: Employee engagement is a critical aspect of organisational success, and with the increasing adoption of flexible working arrangements (FWAs), understanding its determinants becomes crucial. However, many organisations are struggling to keep employees engaged while offering them flexible working patterns. Therefore, this study aimed to determine the factors that influence employee engagement among employees of the Road Accident Fund (RAF) in South Africa after the introduction of flexible working arrangements. To achieve the main aim of this study, a literature study was undertaken on employee engagement and a flexible working environment. The main focus of the literature study was to determine the factors with the most potential to influence employee engagement in the context of a flexible working environment. These factors emerged as work-life balance, employee wellbeing, leadership, rewards and recognition, learning and development, employee involvement, effective communication and workplace flexibility. This led to conducting an empirical study utilising a self-administered online survey as the data collection instrument to determine the influence of these factors on the engagement of RAF employees. A scale was developed to determine these factors and the current engagement level of employees at the RAF was measured using the Utrecht Work Engagement Scale (UWES) (2002). A descriptive and correlational research design was employed, utilising a convenience sampling method with a final sample of 413 achieved. Data was analysed using descriptive and inferential techniques, including Cronbach’s Alpha, frequency distributions, measure of central tendencies and exploratory factor analysis (EFA), product moment correlation, t-tests, analysis of variance (ANOVA) and chi-square tests. This included the testing for potential relationships between the variables of interest.The results of the empirical study revealed some of factors that were identified in the literature review of this study were found to have a positive influence on the engagement of employees working in the flexible working environment offered by the RAF. These factors are employee well-being, leadership, reward and recognition, learning and development, employee involvement, effective communication and workplace flexibility (time). The factors that were excluded by the results were work-life balance and workplace flexibility (place). These exceptions imply that these factors have less influence on the overall employee engagement levels at the RAF. Moreover, the levels of engagement of RAF employees were found to be at a moderate level. Furthermore, the results indicated that regardless of whether employees utilised FWAs or not, their levels of engagement remained at a moderate level. In other words, the utilisation of FWAs did not appear to significantly impact on the overall engagement levels of employees, and both groups exhibited similar moderate engagement levels. The findings also suggest that the RAF should maintain and enhance the factors that have a positive influence on employee engagement. In addition, the organisation should work on addressing those factors that do not play as significant a role in influencing engagement as the other factors. By taking these steps, the RAF can effectively enhance the overall level of employee engagement among its workforce. , Thesis (MCom) -- Faculty of Business and Economic Sciences, School of Industrial Psychology and Human Resources, 2023
- Full Text:
- Date Issued: 2023-12
Factors contributing to employee engagement in an aquaculture organisation in the Eastern Cape
- Authors: Clark, Gesina Maria
- Date: 2021-04
- Subjects: Management -- Employee participation , Employee motivation , Personnel management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51084 , vital:43207
- Description: The concept of work engagement has become increasingly important in modern day organisations due to the impact of engagement on productivity, absenteeism, retention and general employee well-being. Organisations with the ability to nurture and improve the engagement levels of their employees are able to prosper as sustainable, competitive and adaptive organisations. The aim of this research is to determine which factors influence engagement of employees in South Africa and specifically in the aquaculture arena, which predominantly employs unskilled and semi-skilled people. A quantitative research design was applied to determine the work engagement levels of employees in an aquaculture organisation in the Eastern Cape, South Africa. Participants were requested to complete the Utrecht Work Engagement Scale as well as a biographic questionnaire. Engagement levels of different biographic groups were compared. Results indicate that there is a statistical and practical significant difference in the engagement levels of employees from different biographic groups. Older employees and employees with tertiary qualifications reported higher engagement levels. Female employees also indicated significantly higher engagement levels than their male colleagues. There are significant differences in the engagement levels of employees from different work sections and different lengths of service. Many of the differences in engagement levels can be explained in terms of the Job Demands-Resources Model. The difference in engagement level between respondents from different work sections may be due to differences in leadership style of the section supervisors. The scope of this study is not sufficient to explain the reasons for differences and more research in this area is recommended. The diverse employment landscape in South Africa requires more than a “one-size fits all” approach to managing employee engagement. This research adds to the body of existing literature on engagement in the South African labour landscape and provides valuable information to organisational leaders and Human Resource Managers when planning employee engagement initiatives. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Clark, Gesina Maria
- Date: 2021-04
- Subjects: Management -- Employee participation , Employee motivation , Personnel management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51084 , vital:43207
- Description: The concept of work engagement has become increasingly important in modern day organisations due to the impact of engagement on productivity, absenteeism, retention and general employee well-being. Organisations with the ability to nurture and improve the engagement levels of their employees are able to prosper as sustainable, competitive and adaptive organisations. The aim of this research is to determine which factors influence engagement of employees in South Africa and specifically in the aquaculture arena, which predominantly employs unskilled and semi-skilled people. A quantitative research design was applied to determine the work engagement levels of employees in an aquaculture organisation in the Eastern Cape, South Africa. Participants were requested to complete the Utrecht Work Engagement Scale as well as a biographic questionnaire. Engagement levels of different biographic groups were compared. Results indicate that there is a statistical and practical significant difference in the engagement levels of employees from different biographic groups. Older employees and employees with tertiary qualifications reported higher engagement levels. Female employees also indicated significantly higher engagement levels than their male colleagues. There are significant differences in the engagement levels of employees from different work sections and different lengths of service. Many of the differences in engagement levels can be explained in terms of the Job Demands-Resources Model. The difference in engagement level between respondents from different work sections may be due to differences in leadership style of the section supervisors. The scope of this study is not sufficient to explain the reasons for differences and more research in this area is recommended. The diverse employment landscape in South Africa requires more than a “one-size fits all” approach to managing employee engagement. This research adds to the body of existing literature on engagement in the South African labour landscape and provides valuable information to organisational leaders and Human Resource Managers when planning employee engagement initiatives. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
The effect of electronic human resources management on employee engagement levels across generational cohorts
- Grobbelaar, Angelique Louise
- Authors: Grobbelaar, Angelique Louise
- Date: 2021-04
- Subjects: Personnel management , Information technology -- Management , Employee motivation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51450 , vital:43278
- Description: The infrastructure and use of the Internet have developed rapidly in recent years, which propelled traditional human resources systems into a new electronic human resources (E-HRM) approach. This cannot, however, be regarded as a one-size-fits-all solution as employees across different generational cohorts are not all at the same comfort level with regard to operating such web-based applications. It is the researcher’s opinion that the latter may affect employee engagement as this appears to be the case within the researcher’s own organisation. Employee engagement is important in providing organisations with the competitive advantage required to operate in a highly competitive market. Employee engagement levels are far from ideal across many organisations, which require these organisations to identify solutions to raise overall engagement levels. With age rapidly becoming a more important diversity factor, it is imperative for managers to understand the effect of E-HRM on employee engagement across the generational cohorts to design the most beneficial HRM strategy for their organisation. The purpose of this study is to gain a better understanding on how generational cohorts are affected by the application of E-HRM programmes and to identify whether there are substantial variances between the engagement levels of the different generational cohorts in this context. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Grobbelaar, Angelique Louise
- Date: 2021-04
- Subjects: Personnel management , Information technology -- Management , Employee motivation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51450 , vital:43278
- Description: The infrastructure and use of the Internet have developed rapidly in recent years, which propelled traditional human resources systems into a new electronic human resources (E-HRM) approach. This cannot, however, be regarded as a one-size-fits-all solution as employees across different generational cohorts are not all at the same comfort level with regard to operating such web-based applications. It is the researcher’s opinion that the latter may affect employee engagement as this appears to be the case within the researcher’s own organisation. Employee engagement is important in providing organisations with the competitive advantage required to operate in a highly competitive market. Employee engagement levels are far from ideal across many organisations, which require these organisations to identify solutions to raise overall engagement levels. With age rapidly becoming a more important diversity factor, it is imperative for managers to understand the effect of E-HRM on employee engagement across the generational cohorts to design the most beneficial HRM strategy for their organisation. The purpose of this study is to gain a better understanding on how generational cohorts are affected by the application of E-HRM programmes and to identify whether there are substantial variances between the engagement levels of the different generational cohorts in this context. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
The relationship between work engagement and psychological meaningfulness
- Authors: Faro, Gillian Rochelle
- Date: 2021-04
- Subjects: Employee motivation , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51360 , vital:43267
- Description: Work engagement is a positive psychological construct that according to research predicts positive organisational outcomes. The overarching objective of this study is to investigate the relationship between work engagement and psychological meaningfulness and to determine whether work engagement can be predicted by means of psychological meaningfulness. This study took on the form of a cross-sectional design, using a questionnaire to measure work engagement and psychological meaningfulness. The Utrecht Work Engagement Scale (UWES) and the Psychological Meaningfulness Scale (PMS) are instruments that have been widely used in research and were both found to be reliable and valid. The questionnaire was administered in the form of a paper and pencil self-administered questionnaire. This study was conducted at a mining/manufacturing company based in the Eastern Cape for employees across all occupational levels (N=202) and the sample was selected using non-probability convenience sampling as participation in the study was voluntary. Descriptive statistic methods were used to analyse the data, as well as an analysis of variance (ANOVA). Correlation data analysis methods were utilised to measure the relationship between variables. The study found a strong positive relationship between work engagement and psychological meaningfulness and that a large portion of the respondents scored moderate to high on work engagement and high on psychological meaningfulness. The study also found that there is a positive relationship between work engagement and age in that older employees are more engaged than younger employees. Male respondents were found to have higher levels of psychological meaningfulness. Lastly, the study revealed that psychological meaningfulness predicts work engagement. Research and organisational recommendations based on the research are discussed. , Thesis (MA) -- Faculty of Business and Economic Sciences, Labour Relations and Human Resources, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Faro, Gillian Rochelle
- Date: 2021-04
- Subjects: Employee motivation , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51360 , vital:43267
- Description: Work engagement is a positive psychological construct that according to research predicts positive organisational outcomes. The overarching objective of this study is to investigate the relationship between work engagement and psychological meaningfulness and to determine whether work engagement can be predicted by means of psychological meaningfulness. This study took on the form of a cross-sectional design, using a questionnaire to measure work engagement and psychological meaningfulness. The Utrecht Work Engagement Scale (UWES) and the Psychological Meaningfulness Scale (PMS) are instruments that have been widely used in research and were both found to be reliable and valid. The questionnaire was administered in the form of a paper and pencil self-administered questionnaire. This study was conducted at a mining/manufacturing company based in the Eastern Cape for employees across all occupational levels (N=202) and the sample was selected using non-probability convenience sampling as participation in the study was voluntary. Descriptive statistic methods were used to analyse the data, as well as an analysis of variance (ANOVA). Correlation data analysis methods were utilised to measure the relationship between variables. The study found a strong positive relationship between work engagement and psychological meaningfulness and that a large portion of the respondents scored moderate to high on work engagement and high on psychological meaningfulness. The study also found that there is a positive relationship between work engagement and age in that older employees are more engaged than younger employees. Male respondents were found to have higher levels of psychological meaningfulness. Lastly, the study revealed that psychological meaningfulness predicts work engagement. Research and organisational recommendations based on the research are discussed. , Thesis (MA) -- Faculty of Business and Economic Sciences, Labour Relations and Human Resources, 2021
- Full Text:
- Date Issued: 2021-04
Understanding the factors that influence employee engagement
- Authors: Dengana, Xolla Olwethu
- Date: 2021-04
- Subjects: Employee motivation , Employees -- Attitudes , Management -- Employee participation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51118 , vital:43210
- Description: Employee engagement is essential in elevating the possibility of any business success. This study investigated and sought to understand the influence of certain factors on employee engagement in a Fast-Moving Consumer Goods firm in Gauteng, South Africa. Employees play a crucial role in assisting any firm to deliver a service or product of high quality to the end users or customers. The existing literature suggests a correlation between engaged employees and commitment and staff turnover which has a direct impact on company performance. This study investigated some of the key factors that influence employee engagement with a focus on the impact of departmental culture, two-way communication, leadership, recognition, and training development. For the purposes of this study, the moderating variable was employee’s attitude which ultimately may influence the level of engagement that employees have. To answer the research questions, a quantitative approach was selected for the purposes of this research. This is more especially as quantitative research is ideal to find statistical relationships between variables and outcomes Quantitative research will therefore be used to determine the relationships between the variables under study. A convenience sampling method was chosen for this study. Research instruments adopted for the study were extracted from several articles which adopted similar constructs. These research instruments were then contextualised for the purposes of understanding the factors that influence employee engagement within an FMCG environment. The researcher ensured that all research instruments adopted for the study, were validated, and have a Cronbach-alpha score of more than 0.7 which is an ideal unit of measure for research-instruments internal consistency. The data collected was subjected to correlation and regression analysis to satisfy the objective of the study. Based on the results, suitable suggestions were given to which factors to focus on more which could influence employee engagement the most. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Dengana, Xolla Olwethu
- Date: 2021-04
- Subjects: Employee motivation , Employees -- Attitudes , Management -- Employee participation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51118 , vital:43210
- Description: Employee engagement is essential in elevating the possibility of any business success. This study investigated and sought to understand the influence of certain factors on employee engagement in a Fast-Moving Consumer Goods firm in Gauteng, South Africa. Employees play a crucial role in assisting any firm to deliver a service or product of high quality to the end users or customers. The existing literature suggests a correlation between engaged employees and commitment and staff turnover which has a direct impact on company performance. This study investigated some of the key factors that influence employee engagement with a focus on the impact of departmental culture, two-way communication, leadership, recognition, and training development. For the purposes of this study, the moderating variable was employee’s attitude which ultimately may influence the level of engagement that employees have. To answer the research questions, a quantitative approach was selected for the purposes of this research. This is more especially as quantitative research is ideal to find statistical relationships between variables and outcomes Quantitative research will therefore be used to determine the relationships between the variables under study. A convenience sampling method was chosen for this study. Research instruments adopted for the study were extracted from several articles which adopted similar constructs. These research instruments were then contextualised for the purposes of understanding the factors that influence employee engagement within an FMCG environment. The researcher ensured that all research instruments adopted for the study, were validated, and have a Cronbach-alpha score of more than 0.7 which is an ideal unit of measure for research-instruments internal consistency. The data collected was subjected to correlation and regression analysis to satisfy the objective of the study. Based on the results, suitable suggestions were given to which factors to focus on more which could influence employee engagement the most. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
Exploring the motivational factors of millennials in the automotive sector in South Africa
- Authors: Walters, Ashraf
- Date: 2020
- Subjects: Automobile industry and trade -- South Africa , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/50709 , vital:42388
- Description: Motivation in the workplace is the willingness of employees to exert high levels of effort in achieving the organisations goals and objectives. Motivation has been studied by psychologists and organisational experts throughout the ages and was consistently found that motivated employees provide organisations with improved productivity and a competitive edge. Millennials, born between the years of 1980 and 2000, are the biggest cohort since the baby boomer to enter the workplace. A significant amount of research was done on the characteristics of millennials but there is a limited amount of empirical research done on understanding and potentially improving motivation of millennials. The automotive industry is a key player and contributor to South Africa’s gross domestic product and employs a great number of people in direct and indirect jobs throughout the value chain. Against this backdrop, research was conducted within the automotive sector in the Gauteng and Eastern Cape (Nelson Mandela Bay) regions in South Africa aimed at exploring motivation under the context of leadership, communication, social responsibility, rewards and, given the tech savvy nature of millennials, the use of technology. This study was conducted under the positivistic paradigm, which employed a quantitative approach, by means of a questionnaire survey. The study and review of the literature by the researcher found that millennials value leadership which supports, and guides as oppose to enforces. Communication, which is transparent, concise but frequent. They are willing to make personal sacrifices working for an organisation who genuinely cares about Environment.Furthermore, millennials demand using technology to improve efficiency and interestingly, regards career development more than money as the most important and rewarding aspect. By understanding the motivational factors of millennials, Leaders can be equipped to keep them engaged, motivated and highly productive, after all, they are not only the future, but are fast becoming the present.
- Full Text:
- Date Issued: 2020
- Authors: Walters, Ashraf
- Date: 2020
- Subjects: Automobile industry and trade -- South Africa , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/50709 , vital:42388
- Description: Motivation in the workplace is the willingness of employees to exert high levels of effort in achieving the organisations goals and objectives. Motivation has been studied by psychologists and organisational experts throughout the ages and was consistently found that motivated employees provide organisations with improved productivity and a competitive edge. Millennials, born between the years of 1980 and 2000, are the biggest cohort since the baby boomer to enter the workplace. A significant amount of research was done on the characteristics of millennials but there is a limited amount of empirical research done on understanding and potentially improving motivation of millennials. The automotive industry is a key player and contributor to South Africa’s gross domestic product and employs a great number of people in direct and indirect jobs throughout the value chain. Against this backdrop, research was conducted within the automotive sector in the Gauteng and Eastern Cape (Nelson Mandela Bay) regions in South Africa aimed at exploring motivation under the context of leadership, communication, social responsibility, rewards and, given the tech savvy nature of millennials, the use of technology. This study was conducted under the positivistic paradigm, which employed a quantitative approach, by means of a questionnaire survey. The study and review of the literature by the researcher found that millennials value leadership which supports, and guides as oppose to enforces. Communication, which is transparent, concise but frequent. They are willing to make personal sacrifices working for an organisation who genuinely cares about Environment.Furthermore, millennials demand using technology to improve efficiency and interestingly, regards career development more than money as the most important and rewarding aspect. By understanding the motivational factors of millennials, Leaders can be equipped to keep them engaged, motivated and highly productive, after all, they are not only the future, but are fast becoming the present.
- Full Text:
- Date Issued: 2020
A sociological investigation of conflict and its effects on employees performance at the Windhoek training centre
- Authors: Van Wyk, Deria
- Date: 2019
- Subjects: Conflict Management-- Namibia , Employee motivation
- Language: English
- Type: Thesis , Masters , Degree
- Identifier: http://hdl.handle.net/10948/45734 , vital:38959
- Description: Conflicts are an inevitable part of organizational life since the goals of different stakeholders such as managers and staff are often incompatible. Conflict in the workplace can be detrimental to progress, efficiency and performance. In order to create a productive workforce, effective conflict resolution strategies need to be implemented. This has often led to workplace harmony and productivity. If not managed effectively and discreetly, workplace relationships will suffer and consequently will result in disunity and chaos. A cohesive work environment promotes employee performance and organizational effectiveness. Poorly managing conflicts in the workplace can have adverse effects on the level and frequency of future conflicts and can negatively affect productivity, job performance. The purpose of this study is to investigate the causes and effects of conflict at the Windhoek Vocational Training Centre and to find workable solutions to manage the conflict in an effort to improve job satisfaction and employee performance. Performance of Vocational Instructors at the WVTC are not always up to standard due to certain factors. This study aims to identify these factors and find solutions to address these problems. The study has followed a qualitative approach which included individual interviews using an interview guide. Secondary sources which ranges from journal articles and scholarly books were used as per social sciences research requirements
- Full Text:
- Date Issued: 2019
- Authors: Van Wyk, Deria
- Date: 2019
- Subjects: Conflict Management-- Namibia , Employee motivation
- Language: English
- Type: Thesis , Masters , Degree
- Identifier: http://hdl.handle.net/10948/45734 , vital:38959
- Description: Conflicts are an inevitable part of organizational life since the goals of different stakeholders such as managers and staff are often incompatible. Conflict in the workplace can be detrimental to progress, efficiency and performance. In order to create a productive workforce, effective conflict resolution strategies need to be implemented. This has often led to workplace harmony and productivity. If not managed effectively and discreetly, workplace relationships will suffer and consequently will result in disunity and chaos. A cohesive work environment promotes employee performance and organizational effectiveness. Poorly managing conflicts in the workplace can have adverse effects on the level and frequency of future conflicts and can negatively affect productivity, job performance. The purpose of this study is to investigate the causes and effects of conflict at the Windhoek Vocational Training Centre and to find workable solutions to manage the conflict in an effort to improve job satisfaction and employee performance. Performance of Vocational Instructors at the WVTC are not always up to standard due to certain factors. This study aims to identify these factors and find solutions to address these problems. The study has followed a qualitative approach which included individual interviews using an interview guide. Secondary sources which ranges from journal articles and scholarly books were used as per social sciences research requirements
- Full Text:
- Date Issued: 2019
A framework to enhance the appreciation and motivation of employees in an automotive factory
- Authors: Parsons, Paul Benjamin
- Date: 2018
- Subjects: Employee motivation , Work ethic Incentive awards Employees|xRating of Motor vehicle industry -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23059 , vital:30402
- Description: Manufacturing in South Africa is constantly under pressure to produce more for less, and the automotive industry is no exception. Well known initiatives like “just-in-time” (JIT) manufacturing; “flexible manufacturing systems” (FMS); and “lean manufacturing”, are some of the strategies that manufacturing adopted to increase productivity. Due to the comparative extremely high capital investments that need to be spent before a single unit is built, manufacturing can only be competitive by exploring economics of scale; in doing this, manufacturers recoup capital outflow and start showing profit. Should this require that an employee be treated in the same way: used as an input into the production process? Human capital theory has been around for many decades, proclaiming that employees are more than just labourers. Gone are the days when work was an exchange between labour and money. Both parties demand more from each other. Employers want more commitment, efficiency and flexibility; employees, on the other hand, want more autonomy, purpose and appreciation. Employees are a company‟s biggest assets if treated and motivated correctly. Employee motivation is not a new concept – theorists and likeminded people have tried to dissect and understand the topic over millennia. It seems, however, that whenever a theory is formulated people‟s perception changes (almost like trying to hit a moving target). Some theorists claim that a totally new rule set is required to motivate employees in the information age. The bottom line seems to be that in order for companies to gain advantage from human capital, the area-specific motivational environment needs to be understood. Only when this is accomplished, can policies and incentives be aligned, resulting in a more committed, efficient and flexible employee. It is therefore imperative for an employer to understand both what motivates his or her employees, and what these employees recognise as appreciation.
- Full Text:
- Date Issued: 2018
- Authors: Parsons, Paul Benjamin
- Date: 2018
- Subjects: Employee motivation , Work ethic Incentive awards Employees|xRating of Motor vehicle industry -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/23059 , vital:30402
- Description: Manufacturing in South Africa is constantly under pressure to produce more for less, and the automotive industry is no exception. Well known initiatives like “just-in-time” (JIT) manufacturing; “flexible manufacturing systems” (FMS); and “lean manufacturing”, are some of the strategies that manufacturing adopted to increase productivity. Due to the comparative extremely high capital investments that need to be spent before a single unit is built, manufacturing can only be competitive by exploring economics of scale; in doing this, manufacturers recoup capital outflow and start showing profit. Should this require that an employee be treated in the same way: used as an input into the production process? Human capital theory has been around for many decades, proclaiming that employees are more than just labourers. Gone are the days when work was an exchange between labour and money. Both parties demand more from each other. Employers want more commitment, efficiency and flexibility; employees, on the other hand, want more autonomy, purpose and appreciation. Employees are a company‟s biggest assets if treated and motivated correctly. Employee motivation is not a new concept – theorists and likeminded people have tried to dissect and understand the topic over millennia. It seems, however, that whenever a theory is formulated people‟s perception changes (almost like trying to hit a moving target). Some theorists claim that a totally new rule set is required to motivate employees in the information age. The bottom line seems to be that in order for companies to gain advantage from human capital, the area-specific motivational environment needs to be understood. Only when this is accomplished, can policies and incentives be aligned, resulting in a more committed, efficient and flexible employee. It is therefore imperative for an employer to understand both what motivates his or her employees, and what these employees recognise as appreciation.
- Full Text:
- Date Issued: 2018
Breaking the poverty cycle: exploring farmers’ strategies to empower employees in the agricultural sector
- Authors: Venter, Morné
- Date: 2018
- Subjects: Agricultural productivity -- South Africa , Agriculture -- Research -- Economic aspects -- Mathematical models , Industrial productivity , Employee motivation
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/36772 , vital:34052
- Description: The primary aim of this research project was to explore the various strategies of specific farmers who have chosen to improve productivity through innovative labour management strategies. In particular, to describe strategies that have empowered employees and will enable them to break the poverty cycle. The potential to highlight a business case for quality jobs in the agricultural sector could add to the understanding of labour-intensive agricultural production systems. Participants in this study empower their employees through various means, which includes intrinsic and extrinsic motivation. The agricultural sector was specifically targeted in this study as farmworkers are some of the most vulnerable employee-populations in South Africa, because they have a relatively small chance of empowering themselves, or their children, as they are often stuck in the poverty cycle. The research method employed in this study was qualitative in order to gain an in depth understanding of labour management systems (LMS). Information was gathered through semi-structured, face-to-face interviews with a number of purposively selected farmers. The participants in this study were selected for a select number of reasons. The main reason being that they employ strategies that empower their employees in various ways to ensure the future employability of these employees. All the participants are committed to ensuring the success of their employees, because this ensures the success of the farms. Farmworkers are one of the cornerstones on which a farming enterprise is built, another cornerstone is the farmer. When these two components understand and respect one another and work with each other, rather than against each other, both will prosper. The approaches that the participants in this study utilise to empower their workers ensure that the poverty cycle for these workers in this semi- and unskilled sector is broken and that they become, not only employable, but invaluable to the farms on which they work. The approaches were categorised from the one end as the point where labour is commodified and treated as a cost factor, the “low road” -this approach aligns with McGregor’s theory X and may be termed “exploitative”. While, at the other end of the continuum of approaches is the view that an employee has potential and investment in the employee will yield commitment and discretionary effort - this approach aligns with McGregor’s theory Y, the “high road”. This includes strategies to improve productivity and empower employees beyond the workplace, and to a certain extent, the community.
- Full Text:
- Date Issued: 2018
- Authors: Venter, Morné
- Date: 2018
- Subjects: Agricultural productivity -- South Africa , Agriculture -- Research -- Economic aspects -- Mathematical models , Industrial productivity , Employee motivation
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/36772 , vital:34052
- Description: The primary aim of this research project was to explore the various strategies of specific farmers who have chosen to improve productivity through innovative labour management strategies. In particular, to describe strategies that have empowered employees and will enable them to break the poverty cycle. The potential to highlight a business case for quality jobs in the agricultural sector could add to the understanding of labour-intensive agricultural production systems. Participants in this study empower their employees through various means, which includes intrinsic and extrinsic motivation. The agricultural sector was specifically targeted in this study as farmworkers are some of the most vulnerable employee-populations in South Africa, because they have a relatively small chance of empowering themselves, or their children, as they are often stuck in the poverty cycle. The research method employed in this study was qualitative in order to gain an in depth understanding of labour management systems (LMS). Information was gathered through semi-structured, face-to-face interviews with a number of purposively selected farmers. The participants in this study were selected for a select number of reasons. The main reason being that they employ strategies that empower their employees in various ways to ensure the future employability of these employees. All the participants are committed to ensuring the success of their employees, because this ensures the success of the farms. Farmworkers are one of the cornerstones on which a farming enterprise is built, another cornerstone is the farmer. When these two components understand and respect one another and work with each other, rather than against each other, both will prosper. The approaches that the participants in this study utilise to empower their workers ensure that the poverty cycle for these workers in this semi- and unskilled sector is broken and that they become, not only employable, but invaluable to the farms on which they work. The approaches were categorised from the one end as the point where labour is commodified and treated as a cost factor, the “low road” -this approach aligns with McGregor’s theory X and may be termed “exploitative”. While, at the other end of the continuum of approaches is the view that an employee has potential and investment in the employee will yield commitment and discretionary effort - this approach aligns with McGregor’s theory Y, the “high road”. This includes strategies to improve productivity and empower employees beyond the workplace, and to a certain extent, the community.
- Full Text:
- Date Issued: 2018
Enhancing employee engagement within exponential organisations
- Authors: Stander, Rizel
- Date: 2018
- Subjects: Employee motivation , Employees -- Attitudes Organizational change Reengineering (Management)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/35278 , vital:33690
- Description: Mayo (2016, p. 88) states that many researchers agree that investing in employee engagement has guaranteed great returns; the question for organisations are whether these returns will be linear or exponential for them. A new breed of company emerged called the “exponential organisation” which leverage accelerating technologies to achieve an unheard-of business model that shows exponential growth. However, this technology is still created, maintained and reinvented by employees. Therefore, the premise is that highly engaged employees are one of the key factors that fuel exponential organisations, and this was under investigation in this research study. Employee engagement has been extensively researched yet only a few organisations can claim the majority of their employees are highly engaged. The topic of employee engagement within exponential organisations, however, has barely been covered by scholars or practitioners. Subsequently, given that it is a new organisational phenomenon, little academic or practitioner’s research could be found. For this reason, the main purpose of this study was to find key drivers of employee engagement within exponential organisations to develop a theoretical framework and hypotheses which could be statistically tested. The outcomes could assist in enhancing employee engagement within exponential organisations, thereby achieving greater business success. An online survey questionnaire was used to gather empirical data within a financial technology exponential organisation. The sample consisted of 40 fulltime employees working in Australia, China and South Africa of which most were between the ages of 35 to 44 years old and have been with the organisation for less than two years. The results showed that organisational management and employee autonomy were found to have a direct positive relationship with the concept of employee engagement and is found to be key drivers of employee engagement within exponential organisations.
- Full Text:
- Date Issued: 2018
- Authors: Stander, Rizel
- Date: 2018
- Subjects: Employee motivation , Employees -- Attitudes Organizational change Reengineering (Management)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/35278 , vital:33690
- Description: Mayo (2016, p. 88) states that many researchers agree that investing in employee engagement has guaranteed great returns; the question for organisations are whether these returns will be linear or exponential for them. A new breed of company emerged called the “exponential organisation” which leverage accelerating technologies to achieve an unheard-of business model that shows exponential growth. However, this technology is still created, maintained and reinvented by employees. Therefore, the premise is that highly engaged employees are one of the key factors that fuel exponential organisations, and this was under investigation in this research study. Employee engagement has been extensively researched yet only a few organisations can claim the majority of their employees are highly engaged. The topic of employee engagement within exponential organisations, however, has barely been covered by scholars or practitioners. Subsequently, given that it is a new organisational phenomenon, little academic or practitioner’s research could be found. For this reason, the main purpose of this study was to find key drivers of employee engagement within exponential organisations to develop a theoretical framework and hypotheses which could be statistically tested. The outcomes could assist in enhancing employee engagement within exponential organisations, thereby achieving greater business success. An online survey questionnaire was used to gather empirical data within a financial technology exponential organisation. The sample consisted of 40 fulltime employees working in Australia, China and South Africa of which most were between the ages of 35 to 44 years old and have been with the organisation for less than two years. The results showed that organisational management and employee autonomy were found to have a direct positive relationship with the concept of employee engagement and is found to be key drivers of employee engagement within exponential organisations.
- Full Text:
- Date Issued: 2018
The influence of the state IT agency’s current performance-based rewards on employee motivation
- Authors: Lucwaba, Pamela Xolewa
- Date: 2018
- Subjects: Employee motivation , Incentive awards Employees -- Rating of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22574 , vital:30008
- Description: Organisational success originates from employees’ willingness to use their abilities and skills so that an organisation continues to achieve its strategic objectives and thus remains competitive. The organisation’s task is to encourage and nourish these motivated employee inputs by putting effective rewards in place (Markova and Ford, 2011, p. 813.). In view of this, the purpose of this study was to gain a deeper understanding of the State IT Agency’s official performance-based rewards and to establish whether these rewards enhance employee motivation. A descriptive survey research design was adopted. The study targeted all 86 employees occupying non-managerial positions (Job level A1 – D1) at the State IT Agency – Eastern Cape. The study thus included the entire population. A structured questionnaire was used to collect data. Collected data was analysed using SPSS (Statistical Package for Social Sciences) for descriptive and inferential statistics. The results of the study were presented in frequency tables, cross-tabulations, histogram and line charts. The study revealed that intrinsically motivated employees are also motivated by financial and non-financial rewards. The research also showed that a statistically significant relationship exists between the number of years in the current position and employee motivation. This study’s results further revealed low levels of employee motivation as well as job dissatisfaction amongst the employees, dissatisfaction with the rewards provided by the organisation and that the State IT Agency is not providing employees with motivational factors perceived by employees as motivational. The study thus concluded that when the State IT Agency rewards outstanding employee performance with a performance-based bonus and a salary increase such employees’ motivation levels should be enhanced. It was recommended that the State IT Agency should design a total rewards strategy for the purpose of maximising the impact of various rewards on employee motivation. The State IT Agency should also focus on eliminating factors leading to employee dissatisfaction before implementing the proposed total rewards strategy because dissatisfied employees cannot be motivated.
- Full Text:
- Date Issued: 2018
- Authors: Lucwaba, Pamela Xolewa
- Date: 2018
- Subjects: Employee motivation , Incentive awards Employees -- Rating of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/22574 , vital:30008
- Description: Organisational success originates from employees’ willingness to use their abilities and skills so that an organisation continues to achieve its strategic objectives and thus remains competitive. The organisation’s task is to encourage and nourish these motivated employee inputs by putting effective rewards in place (Markova and Ford, 2011, p. 813.). In view of this, the purpose of this study was to gain a deeper understanding of the State IT Agency’s official performance-based rewards and to establish whether these rewards enhance employee motivation. A descriptive survey research design was adopted. The study targeted all 86 employees occupying non-managerial positions (Job level A1 – D1) at the State IT Agency – Eastern Cape. The study thus included the entire population. A structured questionnaire was used to collect data. Collected data was analysed using SPSS (Statistical Package for Social Sciences) for descriptive and inferential statistics. The results of the study were presented in frequency tables, cross-tabulations, histogram and line charts. The study revealed that intrinsically motivated employees are also motivated by financial and non-financial rewards. The research also showed that a statistically significant relationship exists between the number of years in the current position and employee motivation. This study’s results further revealed low levels of employee motivation as well as job dissatisfaction amongst the employees, dissatisfaction with the rewards provided by the organisation and that the State IT Agency is not providing employees with motivational factors perceived by employees as motivational. The study thus concluded that when the State IT Agency rewards outstanding employee performance with a performance-based bonus and a salary increase such employees’ motivation levels should be enhanced. It was recommended that the State IT Agency should design a total rewards strategy for the purpose of maximising the impact of various rewards on employee motivation. The State IT Agency should also focus on eliminating factors leading to employee dissatisfaction before implementing the proposed total rewards strategy because dissatisfied employees cannot be motivated.
- Full Text:
- Date Issued: 2018
The reward preference/motivation paradox and implications for performance and education
- Authors: Snelgar, Robin
- Subjects: Employee motivation , Incentive (Psychology) , f-sa
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/21897 , vital:29799
- Description: The focus on reward preference has emerged essentially as a result of the need to identify what really motivates productive behaviour within the workplace, despite the fact that other variables such as retention and attraction have also been taken into consideratin. Motivation has always been an issue of great interest to both reserachers as well as practitioners within the organizational setting, the intention being to find ways to improve performance and, more specifically, particular types of performance within the world of work. Ultimately, the issue has always been how to understand, predict, shape and control human behaviour.
- Full Text: false
- Authors: Snelgar, Robin
- Subjects: Employee motivation , Incentive (Psychology) , f-sa
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/21897 , vital:29799
- Description: The focus on reward preference has emerged essentially as a result of the need to identify what really motivates productive behaviour within the workplace, despite the fact that other variables such as retention and attraction have also been taken into consideratin. Motivation has always been an issue of great interest to both reserachers as well as practitioners within the organizational setting, the intention being to find ways to improve performance and, more specifically, particular types of performance within the world of work. Ultimately, the issue has always been how to understand, predict, shape and control human behaviour.
- Full Text: false
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