Faculty of Management Sciences

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The impact of rewards and perceived organisational support on employee retention : $b a case study of first aluminium of Nigeria PLC
(2019-09) Ojediran, Oluwasegun Akinkunle; Adebayo, Rufus Olufemi
This study investigates the influence of both total rewards and perceived organisational support on employee retention. The study was carried out in Nigeria. The objectives of the study were: to identify the impact of rewards and perceived organisational support on employees’ retention, to assess if age, gender, race, qualification, job level and years of service influence reward preferences, to assess the relationship between an employee’s rewards preferences and perceived organisational support, to investigate the perceived level of organisational support amongst employees at First Aluminium of Nigeria Plc and establishes the preferential influence of rewards on employees retention. This study examined and determined the rewards that are currently being used by First Aluminium of Nigeria (FAN) and investigate the most important rewarding factors that are aimed at retaining employees in its subsidiary company of FAN in another part of Nigeria. This study also investigates the perceived level of organisational support amongst employees and identifies the relationship between employee’s rewards preferences and perceived organisational support. This study was conducted at First Aluminium of Nigeria Plc using a quantitative research approach. The sample size of the study was 270 workers within the FAN Organisation. The study used questionnaire used questionnaire for the collection of data and Statistical Package for Social Sciences (SPSS) was used to analyse the data while tables and figures were used to present data. Arising from the empirical findings and comparison with the theoretical framework discussion on the differences and similarities is made. Therefore, recommendations and conclusion were made for future researchers.
A marketing framework for improved competitive advantage of professional football clubs in KwaZulu-Natal, South Africa
(2020-11) Abon, Joseph Kolawole; Adebayo, Rufus Olufemi
Strategic marketing has become a necessary part of any football club that desires success and competitive advantage over others. Therefore, to draw spectators’ and supporters’ attention, a football club needs to incorporate the correct mix of marketing into their football business. It has become clear that football club operations and marketing activities are inseparable and need to be consistent with each other. Supporters become attracted to a brand in the same way that people become committed to watching matches. This study examined whether the principles of marketing were incorporated into the business operations and services of potentially professional football clubs (PPFCs) in the KwaZulu-Natal province of South Africa. It examined how fundamental values of marketing and football clubs are interrelated and interconnected to offer business values for profitability purposes. The study also explored the way marketers make use of the marketing mix in their day to day activities with Manchester United as a leading example of this practice. This study explored how football clubs can apply the service marketing mix of the 7Ps to achieve profitability i.e. product (players), promotion (matches and club products), place (delivery), price (exchange), people (football staff’s involvement in service delivery), process (the service delivery instrument), and physical environment (the services delivery settings). A football business marketing theoretical framework derived from profit marketing is presented which is designed to influence football organisations’ behaviour and improve their business operations. This study was conducted in New Germany, Kloof, Riverside, Richards Bay, and Durban communities located in KwaZulu-Natal, South Africa. The sample size of this survey and the number of units required in gathering data was based on a questionnaire, interviews, and focus groups with professionals in the football business. Five hundred questionnaires were sent to the respondents and 428 were retrieved. Ten interviews were conducted with officials in five PPFCs while five focus group discussions consisting of 12 participants each were conducted among the selected football clubs’ members. The study used a mixed-method approach, using both quantitative and qualitative methods of data collection. The findings reveal that the PPFCs’ efforts aimed at gaining competitive advantage are surrounded by several processes. Therefore, the use of a marketing strategy is essential for these clubs to achieve their goals and objectives, more importantly, their profit intentions. It was established that marketing strategies can be employed to empower a football club’s business operations and establish proper conduct among competitors. Arising from the findings are recommendations that PPFCs need to have a better understanding of the marketing mix and plan strategically to achieve the objectives and goals of their football operations. Thus, the study suggests that the 7Ps can assist in reinforcing football club plans strategically and can enhance club success.
Perceptions of nurses about human resource management practices affecting the performance of nurses at King Edward Hospital, eThekwini
(2019-05) Mbhele, Mbali Victoria; Adebayo, Rufus Olufemi
The aim of the study was to explore the perceptions of nurses about human resource management practices affecting the performance of nurses at King Edward Hospital of eThekwini Municipality, Durban, South Africa. Since employees are among the organisation’s most important resources, there is a need to maintain a work environment that satisfies the needs of individual employees and management, to improve employee morale and convey expectations in order to cultivate a motivated and productive workforce. The role of nurses is to assist sick people in hospital by nursing them and helping to restore them to sound health. Additionally, nurses are required to be devoted to their work and display courtesy and empathy as they deal with people who may be affected both physically and emotionally. However, very few of the patients are concerned about the conditions under which the nurses operate, including human resource practices. Human resource practices such as recruitment and selection, training and development, compensation, performance management, and public relations affect the performance of nurses. Data for this study were collected using a quantitative methodology in order to understand the factors that affect nurses and their performances in King Edward Hospital, Durban. Self-administered questionnaires were used for data collection and were formulated based on findings from the literature review. The study recommended that management should work hard to uproot corruption and nepotism in the recruitment and selection process so that ideal applicants are recruited and employed; develop a compensation system that is market related; and other strategies that can lead to the retention of talented employees. Performance appraisal systems need to be transparent, and political or personality differences should not influence the process.