Analysis of the factors influencing job performance in the ICT sector in South Africa
- Authors: Lascot, Paul Michael John
- Date: 2011
- Subjects: Job satisfaction , Career development , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8703 , http://hdl.handle.net/10948/d1009530 , Job satisfaction , Career development , Employees -- Training of
- Description: To achieve efficacy in the work place, employees need to perform at optimal levels. Researching and implementing strategies to improve job performance are fundamentally important to the development of the information and communication technology (ICT) sector in South Africa. However, scant research had been performed in this area. This study sought to present exploratory research in this emergent, rapidly expanding sector of the South African economy. Its primary aim was to investigate which affective factors exhibited an influence on job performance of workers in this sector. Mixed methods research was employed to analyse factors contributing to the five independent variables of demographics, skills and education, job satisfaction, motivation and experience, by investigating their influence on the dependent variable of job performance. The five independent variables were presented within a proposed conceptual framework of related and grouped affective factors. An online survey was constructed to collect data and perceptions from individuals currently employed in any capacity, in the ICT sector in South Africa. Ninety-nine suitable responses were received. The simple statistical technique of chi-square testing for independence was used to test the hypothesised relationships between the above-mentioned independent variables and the dependent variable of job performance. The empirical results revealed that many of the affective factors influencing the job performance of employees in the ICT sector in South Africa, are those that contribute to job satisfaction and motivation. These include aspects such as fair remuneration; transparent and clear organisational communication; managerial support and guidance; access to educational and career opportunities; and pleasant workplaces. In view of these findings, the study concluded that organisations that wish to improve their employees’ job performance, or attract and retain high-performing individuals, should formulate and implement policies and strategies that take into account these significant factors.
- Full Text:
- Date Issued: 2011
- Authors: Lascot, Paul Michael John
- Date: 2011
- Subjects: Job satisfaction , Career development , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8703 , http://hdl.handle.net/10948/d1009530 , Job satisfaction , Career development , Employees -- Training of
- Description: To achieve efficacy in the work place, employees need to perform at optimal levels. Researching and implementing strategies to improve job performance are fundamentally important to the development of the information and communication technology (ICT) sector in South Africa. However, scant research had been performed in this area. This study sought to present exploratory research in this emergent, rapidly expanding sector of the South African economy. Its primary aim was to investigate which affective factors exhibited an influence on job performance of workers in this sector. Mixed methods research was employed to analyse factors contributing to the five independent variables of demographics, skills and education, job satisfaction, motivation and experience, by investigating their influence on the dependent variable of job performance. The five independent variables were presented within a proposed conceptual framework of related and grouped affective factors. An online survey was constructed to collect data and perceptions from individuals currently employed in any capacity, in the ICT sector in South Africa. Ninety-nine suitable responses were received. The simple statistical technique of chi-square testing for independence was used to test the hypothesised relationships between the above-mentioned independent variables and the dependent variable of job performance. The empirical results revealed that many of the affective factors influencing the job performance of employees in the ICT sector in South Africa, are those that contribute to job satisfaction and motivation. These include aspects such as fair remuneration; transparent and clear organisational communication; managerial support and guidance; access to educational and career opportunities; and pleasant workplaces. In view of these findings, the study concluded that organisations that wish to improve their employees’ job performance, or attract and retain high-performing individuals, should formulate and implement policies and strategies that take into account these significant factors.
- Full Text:
- Date Issued: 2011
Talent management as a strategy to promote succession of junior managers at Edgars
- Authors: Walters, Charles
- Date: 2014
- Subjects: Organizational effectiveness , Occupation , Career development , Success in business
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47837 , vital:40385
- Description: Talent Management has become one of the biggest challenges facing businesses today. With the skill shortage and the influx of clothing retailers into South Africa in the past two years, the war on talent has intensified. With this in mind the objective of the study was to investigate if Edgars had a successful talent management strategy to promote junior managers through succession. Talent management has different parts including recruitment, learning and development, performance management, reward, leadership, employee value proposition, retention and succession. This study unpacks the literature on talent management and its components and takes a deeper look at the strategy adopted by Edgars. The study highlights the importance of talent management and that there should be clear strategies for every part that makes up the talent management framework. Empirical studies are done on the different sub sections of talent management, findings and recommendations are reported in the final chapters. The target population for this study consisted of junior managers at Edgars, where the majority of key value roles critical for development and store manager succession are. A sample of forty respondents was randomly selected from the total junior management population at Edgars. The findings suggested that when an organisation has effective talent management strategy, it is more likely to create a compelling employee value proposition that is conducive to sustain succession of great talent. Furthermore, the findings revealed that Edgars is effective in applying certain talent strategies while other areas required more attention and focus.
- Full Text:
- Date Issued: 2014
- Authors: Walters, Charles
- Date: 2014
- Subjects: Organizational effectiveness , Occupation , Career development , Success in business
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47837 , vital:40385
- Description: Talent Management has become one of the biggest challenges facing businesses today. With the skill shortage and the influx of clothing retailers into South Africa in the past two years, the war on talent has intensified. With this in mind the objective of the study was to investigate if Edgars had a successful talent management strategy to promote junior managers through succession. Talent management has different parts including recruitment, learning and development, performance management, reward, leadership, employee value proposition, retention and succession. This study unpacks the literature on talent management and its components and takes a deeper look at the strategy adopted by Edgars. The study highlights the importance of talent management and that there should be clear strategies for every part that makes up the talent management framework. Empirical studies are done on the different sub sections of talent management, findings and recommendations are reported in the final chapters. The target population for this study consisted of junior managers at Edgars, where the majority of key value roles critical for development and store manager succession are. A sample of forty respondents was randomly selected from the total junior management population at Edgars. The findings suggested that when an organisation has effective talent management strategy, it is more likely to create a compelling employee value proposition that is conducive to sustain succession of great talent. Furthermore, the findings revealed that Edgars is effective in applying certain talent strategies while other areas required more attention and focus.
- Full Text:
- Date Issued: 2014
Factors affecting the career advancement of black women in a selected manufacturing firm in Gauteng
- Authors: Netnou, Zola Nomzamo Joan
- Date: 2018
- Subjects: Women in the professions -- South Africa -- Gauteng , Career development , Women -- Employment -- Economical aspects , Sex role in the work environment , Sexual division of labor
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33578 , vital:32889
- Description: Career advancement is viewed as an important element of job satisfaction and employee retention, however the gender differences observed in the workplace globally mean that there is gender inequality even in career growth. With South Africa’s long history of discrimination, career advancement disparities are observed along racial and gender lines. The current study’s focus is on the factors affecting the career advancement of a group of black women working for a selected manufacturing firm in Gauteng. The study highlights the importance of both the individual and the organisation in driving career advancement and asserts that there are self-driven and employer-driven factors affecting the career growth of black women employed by the selected firm. The primary objective of this study was to investigate and analyse factors affecting the career advancement of South African black African women (hereafter referred to as black women) employed by the manufacturing company. After a comprehensive literature study, three self-driven factors (pre-career choices, career capital development and attitude towards gender discrimination) and three employer-driven factors (mentorship opportunities, organisational leadership and organisational culture) were identified as factors affecting career advancement. These were subsequently empirically tested. A quantitative research paradigm was adopted for this study. The sample chosen was the entire population of black women employed by the business in question. Using the survey research method, a structured questionnaire was distributed resulting in an 85% response rate. Cronbach’s alpha was employed to test the reliability or internal consistency of the research instruments, resulting in the minimum acceptable level of 0.70 being met. The data collected were subjected to statistical analyses using simple regression analysis, one-factor Anova and descriptive statistics. The simple regression analysis revealed that pre-career choices had a statistically significant positive influence on career advancement. Furthermore, the findings suggest a link between education and employability, as the majority of the respondents (53%) possessed tertiary qualifications. Although no empirical evidence was found to support the influence of the other five factors on career advancement, the use of descriptive statistics revealed clear differences brought about by variations in education, such as the significantly higher levels of career capital for respondents with post-graduate qualifications in comparison to the total sample. The findings of this study informed the recommendations made to promote the career advancement of the black women employed by the selected firm. These were recommendations for individuals to enhance their career capital through education and the pursuit of career goals, and for the organisation to support career development with a conducive environment that values all employees and affords them equal opportunities for growth.
- Full Text:
- Date Issued: 2018
- Authors: Netnou, Zola Nomzamo Joan
- Date: 2018
- Subjects: Women in the professions -- South Africa -- Gauteng , Career development , Women -- Employment -- Economical aspects , Sex role in the work environment , Sexual division of labor
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/33578 , vital:32889
- Description: Career advancement is viewed as an important element of job satisfaction and employee retention, however the gender differences observed in the workplace globally mean that there is gender inequality even in career growth. With South Africa’s long history of discrimination, career advancement disparities are observed along racial and gender lines. The current study’s focus is on the factors affecting the career advancement of a group of black women working for a selected manufacturing firm in Gauteng. The study highlights the importance of both the individual and the organisation in driving career advancement and asserts that there are self-driven and employer-driven factors affecting the career growth of black women employed by the selected firm. The primary objective of this study was to investigate and analyse factors affecting the career advancement of South African black African women (hereafter referred to as black women) employed by the manufacturing company. After a comprehensive literature study, three self-driven factors (pre-career choices, career capital development and attitude towards gender discrimination) and three employer-driven factors (mentorship opportunities, organisational leadership and organisational culture) were identified as factors affecting career advancement. These were subsequently empirically tested. A quantitative research paradigm was adopted for this study. The sample chosen was the entire population of black women employed by the business in question. Using the survey research method, a structured questionnaire was distributed resulting in an 85% response rate. Cronbach’s alpha was employed to test the reliability or internal consistency of the research instruments, resulting in the minimum acceptable level of 0.70 being met. The data collected were subjected to statistical analyses using simple regression analysis, one-factor Anova and descriptive statistics. The simple regression analysis revealed that pre-career choices had a statistically significant positive influence on career advancement. Furthermore, the findings suggest a link between education and employability, as the majority of the respondents (53%) possessed tertiary qualifications. Although no empirical evidence was found to support the influence of the other five factors on career advancement, the use of descriptive statistics revealed clear differences brought about by variations in education, such as the significantly higher levels of career capital for respondents with post-graduate qualifications in comparison to the total sample. The findings of this study informed the recommendations made to promote the career advancement of the black women employed by the selected firm. These were recommendations for individuals to enhance their career capital through education and the pursuit of career goals, and for the organisation to support career development with a conducive environment that values all employees and affords them equal opportunities for growth.
- Full Text:
- Date Issued: 2018
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