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Faculty of Management Sciences

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Author: search.filters.author.Bangura, SamuelHas files: Yes

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Now showing 1 - 7 of 7
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    Organisational agility a leverage to firm’s performance : an integrative review
    (Center for Strategic Studies in Business and Finance SSBFNET, 2024) Bangura, Samuel; Lourens, Melanie Elisabeth
    This study examines the relationship between organisational agility and performance to determine how agility can improve performance. It will also emphasise organisational agility as a key driver of company performance. In keeping with the previous statement, an integrative review was undertaken using Scopus, EBSCO, and ABI Inform. We also used free web searches to find resources on Science Direct, SABINET, Bing, and Google Scholar for this investigation. This study shows that aligning procedures with agility adoption can boost company performance. Well-planned and implemented agility initiatives improve company processes and efforts. Thus, organisational management can use agility to adapt to the changing business environment when correctly planned and performed. The report offers practical advice on how companies might adopt agility.
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    The implementation of sustainable development goal 13 in “BRICS” countries” : a scoping review
    (International Journal of Social Science Research and Review, 2024) Bangura, Samuel
    The essence of the 2030 Agenda for Sustainable Development, ratified by all member states of the United Nations in 2015, is encapsulated in the 17 Sustainable Development Goals (SDGs). The present study examines the progress made in achieving UN Sustainable Development Goal (SDG) 13 within the context of Brazil, Russia, India, China, and South Africa (BRICS), employing a business and economic perspective. The research methodology employed encompassing a comprehensive review of pertinent literature as well as a meticulous analysis of relevant documentary content. Findings from the study revealed that though businesses in BRICS countries are trying to adopt the United Nations sustainable development goal 13, But there is limited effort in Brazil in the implementation of sustainable development goal 13. In Russia most companies are committed to the implementation of united nations sustainable development goal 13, but this has been constrained by sanction and the war in Ukraine. In addition, Indian companies are fulfilling their corporate social responsibilities viewed through the United Nations sustainable development goal 13. The effort on the part of Chinese companies and the government of China in implementing the United Nations sustainable development goal 13 is commendable as various corporate social responsibility programs and public education have been implemented. In the same vein South African companies have also been seen as very active in the implementation the United Nations sustainable development goal (SDG) 13 by having very important policies built around the goal. Recommendation state that it is imperative that climate change be duly addressed within the overarching vision and objectives of the BRICS businesses as well and there should be a multi-tiered collaboration among BRICS countries to expedite the realisation of the sustainable development goals 13. Equally important   harmonisation between governmental bodies, non-governmental organisations, and conscientious corporate entities can be instrumental in attaining superior outcomes regarding the sustainable development goal (SDG) 13. Future studies should include and examine more companies and additional countries in terms of overall plans for achieving the United Nations Sustainable Development Goal 13.
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    Unveiling the double-edged effects of high-performance work systems (HPWS) on employee performance : a case study of a selected company in Durban, Republic of South Africa
    (European Centre for Research Training and Development, 2024) Bangura, Samuel
    It has been documented that HPWS has both positive and negative effects on employee performance. However, limited studies are affirming this view therefore the review provides a comprehensive understanding of the strengths and weaknesses of HPWS in organisations.To aim of the study is to provide a comprehensive understanding of the strengths and weaknesses in the applications of HPWS in organisations. Under the research goals, a qualitative research methodology was utilised, specifically using in-depth interviews to collect data. The target population consisted of 6 employees of the organisation studied. These individuals were purposefully selected as they possess the necessary information to assess the perceived effects of HPWS on employee performance in organisations. For data analysis, the qualitative thematic data analysis approach was employed. The usage of thematic analysis in this study is founded on its ability to offer comprehensive and compelling insights into the concept of HPWS.Based on the six-step approach of qualitative thematic analysis, the findings suggest that the combination of employee motivation and strategic human resources management practices with HPWS can enhance employee performance. Nevertheless, it has been noted that improper implementation of HPWS can result in heightened job demands and burnout among employees. Therefore, incorporating an evidence-based approach in implementing HPWS is recommended. The study has a limitation as it solely utilizes a qualitative approach, leading to constraints in terms of statistical measurement. Consequently, it is recommended for future studies to employ quantitative or mixed methods research to obtain a more comprehensive understanding of the relationship between HPWS and employee performance.This study recommends that human resource management professionals use this research as a catalyst for implementing HPWS in their organisations. It can offer valuable guidance on effectively utilising HPWS as a concept and practical approach in managing human resources within organisations.The study highlights and postulate the importance of motivation and an evidence-based approach to HPWS. The evidence-based approach can be acknowledged as a contemporary approach to human resource management in organisations.
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    Unveiling the hidden dynamics : exploring causative factors and impact of employee turnover on organisational performance.
    (European Centre for Research Training and Development, 2024-03) Bangura, Samuel; Lourens, Melanie Elisabeth
    Employee turnover is a widely recognised subject in an organisational setting. Although academics and organisational human resource departments have accepted the fact that employee turnover can have a disastrous impact on the organisation, there are limited studies conducted on the causative factors and effects of employee turnover in organisations. Therefore, this study helped to highlight some of the causative factors triggering employee turnover and their impact on an organisation. In addition, the study also suggests vital strategies for mitigating and reducing employee turnover. In line with the preceding assertion, the cross-sectional qualitative study taking into consideration conference papers, government periodicals, chronological documents, and mainly secondary and primary sources were used. Online search engines such as Scopus, EBSCO, Emerald, science direct, and unrestricted web service search engines such as google scholar and Mendeley demonstrated to be valuable database resources. The finding indicated that performance appraisal feedback, job insecurity, stress and work overload, death, and compensation are significant factors responsible for employee turnover was also deduced that employee turnover can affect organisational performance through ineffectuality in the delivery of service, increase in workload, errors in work processes and reduction in sense of loyalty. However, findings also postulated that training and development, competitive benefits and compensation, effective leadership, and job satisfaction are key procedures that help in reducing and mitigating employee turnover.
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    Human Resource Information System (HRIS) : navigating the implementation, challenges, and benefits
    (Institute for Promoting Research and Policy Development, 2024-10-12) Bangura, Samuel
    This research examines the implementation, perceived obstacles, and benefits of HR information systems (HRIS), while also offering suggestions for the effective implementation of HRIS within organisations. The study conducted a comprehensive literature review from reputable academic research sources such as ScienceDirect, Google Scholar, and Bing. The focus was on analysing HRIS, implementation challenges and benefits, and recommendations on ways to efficiently implement HRIS within organisations. Findings of the study highlight significant obstacles that hinder HRIS implementation within organisations. However, the study also recognises the benefits associated with HRIS implementation in organisations, which can ultimately enhance the efficiency and effectiveness of HRM practices. Based on a thorough examination of these factors, the research also provides best practices for successfully integrating and utilising HRIS within organisations.
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    Constraints and enablement of workplace digitalisation : an integrative review
    (Institute for Promoting Research and Policy Development, 2024-05-05) Bangura, Samuel; Lourens, Melanie Elisabeth
    The successful implementation of a digital workplace involves integrating information technology throughout all aspects of the organisation. The resulting changes are significant and wide-ranging, affecting the overall work environment. Numerous experts emphasize the importance of technology in establishing a digital workplace. However, it is important to acknowledge that digital transformation within the workplace presents its own set of challenges. As such, this study aims to identify the limitations associated with embracing a digital workplace and explore the various factors that impact the efficiency of employee digitalisation. In doing this an integrative review to explore the factors that constrain, and influence workplace digitalisation was employed. To do this, relevant studies were searched through reputable search engines such as Scopus, EBSCO, IEEE, Science Direct, Google Scholar, and Bing. In addition, a range of online resources which proved to be reliable sources of information on workplace digitalisation and the constraints and enablement therein were used. Furthermore, reputable journal articles, government reports, and biographies were also used with specific keywords to identify both primary and secondary sources of data. The research results indicate that the lack of accuracy, reliability, trustworthiness, and productive collaboration between humans and artificial intelligence technologies in the context of digitalizing the workplace poses a substantial obstacle to their acceptance, implementation, and successful integration. However, it revealed that adaptability human asset capability employee motivation, and well-defined digitalisation strategy are critical in the effective implementation of workplace digitalisation. The study facilitates an in-depth analysis of the existing constraints and strategies for workplace digitalisation. The aim is to offer valuable recommendations to managers and practitioners on the successful implementation of workplace digitalisation. This study is a novel attempt that aims to explore the challenges and barriers that impede the successful utilisation of the human resource management process of workplace digitalisation.
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    An exploration of the impact of a performance management system on employee motivation at an academic advisory centre in Pinetown
    (2018) Bangura, Samuel; Lowies, Adolf
    This study focused on the human resource management concept of the performance management system and its impact on employee motivation at an Academic Advisory Centre in Pinetown, Durban. The aim of the study was to explore the impact of a performance management system on employee motivation. A quantitative research design was applied for this study. A close-ended questionnaire was used for data collection purposes. A survey method was used for all the employees of the Academic Advisory Centre. The questionnaire was administered to all 80-targeted respondents with a response rate of 70 percent. The Statistical Program for Social Sciences (SPSS) was used to analyse the data. The initial analysis involved the use of descriptive statistical tools. Arising out of the analysed data, a significant discovery revealed that a performance management system can be advantageous to employee motivation and can result in improved job performance and satisfaction. The reviewed data also revealed that a performance management system could be effective when employees are involved in the process. The importance of training supervisors involved in the performance management process was also acknowledged. In addition, most respondents consider the performance management system to be a useful tool for employee motivation. The study offered informed recommendations on the need to train top management and supervisors in managing the performance management process and systems. The study concludes with directions for future research.