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Theses and dissertations (Management Sciences)

Permanent URI for this collectionhttp://ir-dev.dut.ac.za/handle/10321/14

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Subject: search.filters.subject.Staff retention

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    Investigating career pathing and retention of agents at WNS Global Services
    (2022) Manjoo, Noorain; Rajlal, Ashnee
    This research was carried out to investigate the existence of career pathing linked to staff retention at WNS Global Services. Furthermore, the study aimed to highlight any shortfalls in the current career pathing and staff retention policies and procedures at WNS and subsequently provide recommendations for improvement. The research design adopted a quantitative paradigm. A pre-coded closed-ended questionnaire using a 5-point Likert scale was sent to the sample (234) identified from the target population of 586 call centre staff across the Durban and Port Elizabeth WNS Global sites. Two hundred and four of the 234 sample respondents returned the questionnaire. However, it was discovered that certain respondents failed to answer all of the questions and were therefore omitted from the analysis. In total 198 completed questionnaires were returned which provided a response rate of 85%. The SPSS version 27 of Windows was used to test the variables that formulated the study. There were a number of noteworthy findings as a result of the empirical analysis of data. The descriptive analysis of the quantitative methods was presented using tables and graphs. Factor analysis, correlation analysis and Pearson’s chi-square were utilised to calculate the statistical analysis. Additionally, Kaiser-Meyer-Olkin and Bartlett’s test of sphericity were used to determine the factorability of an inter-correlation matrix. The correlation analysis of the two variables indicated that the correlation between employees taking steps in the near future to look for another job, and the perception that career pathing processes at WNS are effective, was -0.171 (Correlation Analysis 5). This is indicative that ineffective career pathing processes are highly likely to influence an employee’s decision to seek alternate work opportunities. The findings of the study show that some elements of staff retention are practised at WNS Global Services. However, one could conclude that it is not fully implemented in a manner that has maximum impact on staff. Furthermore, career pathing as a concept is not fully established at WNS Global Services. One of the recommendations arising from this study is that career pathing strategies and policies to improve staff retention should be implemented.
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    Examining the reasons behind teachers leaving the profession : a case study of Umlazi Education District
    (2021) Ndende, Tandeka; Govender, Saths
    In the uMlazi Education District, there has been a surge of teachers leaving the teaching profession for various reasons. Statistics have revealed that since 2012,the uMlazi Education District has lost 1116 teachers and the number is still rising as eachers are constantly not being replaced by the uMlazi Educational District. It is against this backdrop that this study was conductedin order to analyse the causes of teachers leaving the profession, specifically in the uMlazi Education District. A qualitative study was conducted to probe the target audience’s inner emotions and perceptions about the reasons propelling teachers to leave the profession. In this regard, interviews were conducted with the teachers to ascertain their feelings and emotions. The target population for this study was all the ex-teachers who have quit or left the teaching profession in the uMLaziEducation District. A sample size of 10 former teachers was used. Data collected from the interviews were analysed using thematic and content analyses. The findings of this study show that the factors that cause teachers to abandon the profession are multidimensional,namelyphysical, social and psychological factors. It was also found that mentorship, professional development, good remuneration in the form of salaries, a sizeable workload and recognition could be used to motivate teachers and ensure job satisfaction and staff retention. In this regard, a staff retention model for teachers was developed as a framework that will guide education managers to address the problems confronting the uMlaziEducation District. Several recommendations have been provided to assist the ministry of education, education managers, scholars and policy-makers to improve the welfare of teachers, as well as to appreciate the bottlenecks crippling the education sector.