An evaluation of employee assistance programmes and the impact of workplace wellness on employee productivity: a case study of the Eastern Cape Provincial (2007-2012)
- Authors: Mazantsana, Nomzamo
- Date: 2012
- Subjects: Labor turnover -- South Africa -- Eastern Cape , Employee assistance programs -- South Africa -- Eastern Cape , Employee empowerment , Employee health promotion -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11657 , http://hdl.handle.net/10353/d1007041 , Labor turnover -- South Africa -- Eastern Cape , Employee assistance programs -- South Africa -- Eastern Cape , Employee empowerment , Employee health promotion -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape
- Description: An employee wellness programme is a programme that promotes and supports the well-being of its employees and is aimed at increasing productivity. Employee Assistance Programmes (EAPs) are used as a means of ensuring employee wellness. Employee Assistance Programme can be defined as a programme aimed at improving the quality of life of employees and their families by providing support and helping to alleviate the impact of everyday work and personal problems. EAPs are intended to help employees deal with their personal problems that might adversely impact their work performance, health and well-being. The main goal of the EAP is to enhance productivity as well as social functioning of individuals.The main objective of the study as to evaluate the Employee Assistance Programmes and the impact of Workplace Wellness on employee performance in the Eastern Cape Provincial Legislature. This was triggered by the fact that Wellness and EAPs are not visible in the ECPL and the Legislature continues to lose employees due to ill-health and resignations. The institution is characterised by a culture of “us” and “them”, us, referring to Labour and them to Management, and therefore resulting in low staff morale. This raised some concern from the researcher as there is an EAP paid for by the Legislature, but awareness, utilisation and effectiveness of the programme remain a challenge. Due to the nature of the institution’s core business, it is perhaps even more vital for the Legislature to create an organisational culture of caring and employees to be nurtured. It is believed that it is more cost effective and beneficial to both the employer and the employee to retain trained employees, than it is to lose troubled employees and hire new ones, in particular because there is no guarantee that the new ones will not, in time also show signs of problems. The researcher used applied research in this study to explore the need for the EAP as well as how best the programme can be implemented. A combination of an explanatory-descriptive design was used for this study because little is known about the phenomenon or programme. For this research, the researcher used a combination of interval/systematic and random sampling to complement each other in reducing any bias that has the potential of occurring when applying interval/systematic sampling. To get representation and precision, the researcher divided 285 employees according to their ranks. The results from this attempt were: Secretariat=25, Management=42, Administrative staff=196, General Workers=33 NEHAWU Shopstewards=10. The researcher then divided employees in each respective category by one tenth or 10% of each category to get the number of respondents from each category to be included in the sample and added up all categories to get the sample size. The sample of this study was thus, Secretariat=1, Management=4, Administrative staff=20, General workers=3 and NEHAWU Shopstewards=1 and made up a sample size of 29. Only one questionnaire was compiled for all the respondents because EAP recognise that employees start from the CEO of a company to the lowest paid employee in that company and, as such considers all employees to be equal. Research results indicated that there are some limitations in the utilisation of EAP and that employees are faced with both personal and work-related problems. Thus it became clear that the whole concept of Employee Wellness and Employee Assistance Programmes needed to be overhauled and restructured to ensure maximum benefit.
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- Date Issued: 2012
An investigation of the impact of intrinsic motivation and job involvement on employee retention: a case of selected departments within the Eastern Cape Provincial Government
- Authors: Mgedezi, Sipho
- Date: 2012
- Subjects: Intrinsic motivation , Motivation (Psychology) , Employee retention -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Performance -- Management , Employee loyalty -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11554 , http://hdl.handle.net/10353/d1007094 , Intrinsic motivation , Motivation (Psychology) , Employee retention -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Performance -- Management , Employee loyalty -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape
- Description: This study investigated the impact of intrinsic motivation and job involvement, with employee retention acting as a mediating variable. As most organisations want to retain their best employees and sustain their organisational performance, this study strives to add to the body of knowledge on motivation, job involvement and employee retention, with specific reference to selected departments within the Eastern Cape Provincial Government in the South African context. Intrinsic motivation and job involvement were used as the independent variables. Employee retention is the dependent variable, which was measured using the cumulative Michigan Organisational Assessment Two-item Questionnaire (Camman, Fichman & Klesh, 1979) and a third assessment item from Landau & Hammer (1986). A quantitative relational design was employed to investigate the degree to which intrinsic motivation and job involvement predict an employee’s intention to quit their job. The data were collected through a self administered questionnaire from a convenience sample of 160 employees within the selected government departments in the study. The empirical results obtained from the data; using the Pearson correlation coefficients, indicated significant relationships between intrinsic motivation, job involvement and employee retention. Evidence was further found that employees’ intrinsic motivation and job involvement influenced the extent of employees’ intention to quit. Furthermore, a multiple regression analysis of the data indicated that intrinsic motivation is the strongest predictor of employee retention, followed by job involvement.
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- Date Issued: 2012
Improving employee job performance in the Nelson Mandela Bay Municipality (NMBM)
- Authors: Maqungo, Thandeka Abigail
- Date: 2012
- Subjects: Employee motivation -- South Africa -- Eastern Cape , Labor productivity -- South Africa -- Eastern Cape , Performance standards
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8805 , http://hdl.handle.net/10948/d1017533
- Description: The South African national government has bestowed certain authority on local governments in order for community services to be delivered by officials who are closer to the community and who will consider community needs. Post-apartheid South Africa is confronted with a major challenge in ensuring that municipalities deliver optimal and professional services to ratepayers of all ethnic and diverse cultures. Municipalities have important objectives to implement, while service delivery is one of its major goals. The ratepayers in the NMBM have complained and protested against poor service delivery that resulted from poor job performance by NMBM employees. It is therefore necessary to investigate the obstacles that are hindering the NMBM employees in exhibiting effective and satisfactory job performance in order to deliver the required services to the customers. The primary objective of the study is improving employee job performance in the NMBM by investigating the factors that influence such performance. More specifically, the study investigates the influence of job involvement, team work, organisational communication, skills development and training, recognition and pay and rewards on the job performance of NMBM employees. Convenience sampling was used to select a sample of 250 respondents from the large population of about 2 000 NMBM employees. The sample was stratified to include all occupational levels including the executive mayor, portfolio councillors, executive directors, and financial officers, operating officers, chiefs of staff, directors, assistant directors, senior managers, professionals and blue collar staff. Two hundred and fifty questionnaires were distributed, but only 200 usable questionnaires were returned, producing a response rate of 80 percent. The empirical results showed that recognition systems, job prestige, skills recognition, and skills development and training were significantly related to the job performance of the NMBM employees. Job involvement, fringe benefits, pay and rewards, teamwork and organisational communication were not significant related to the job performance of the NMBM employees. The study provides managerial and future research recommendations in this regard.
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- Date Issued: 2012
The impact of motivations, personal values, management skills of managers on the perfomance of SME`s in selected towns (Port Elizabeth and Port Alfred) in the Eastern Cape Province, South Africa
- Authors: Tangwo, Asah Francis
- Date: 2012
- Subjects: Executives -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Personalism , Small business -- South Africa -- Eastern Cape , Performance -- Management
- Language: English
- Type: Thesis , Masters , M Com (Business Management)
- Identifier: vital:11320 , http://hdl.handle.net/10353/d1007046 , Executives -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Personalism , Small business -- South Africa -- Eastern Cape , Performance -- Management
- Description: This study investigates the impact of motivations, personal values and managerial skills of managers on the performance of Small and medium enterprises (SMEs) in South Africa. The failure rate of SMEs in South Africa is very high and it is of great importance to investigate the factors that can impact on the performance of SMEs. Financial and non-financial methods were used to measure SMEs performance. Data was collected through self-administered questionnaires. Exploratory factor analysis was used to improve the research problems and enhance the validity of the research. Data analysis for this study includes descriptive statistics, Pearson correlation and regression analysis. Reliability was tested using the Cronbach‟s Alpha while validity was ensured by using a statistician and by pre-testing the research instrument in a pilot study.
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- Date Issued: 2012