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Faculty of Management Sciences

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    The impact of work design on job satisfaction : a case study of the Electricity Stores department, eThekwini Municipality
    (2023-06) Maniram, Dhanesh; Chetty, Gopalkrishna
    This study sought to examine the relationship between work design factors and job satisfaction with the eThekwini Electricity stores as the case study. The primary objective of the study was the assessment of the impact of work design factors on job satisfaction. Job satisfaction plays a crucial role in employee motivation and productivity that generally contributes to the attainment of organisational goals. Studies globally suggest that practicable work designs are associated with the enhancement of employee morale and motivation, hence increasing job satisfaction. In South Africa municipalities have come under scrutiny for buildings and offices that are derelict in appearance. Moreover, due to the deficiency of capital resources by local government, the maintenance and refurbishing of buildings, equipment and machinery are generally being neglected. Acceptable work designs are dependent on meticulous building infrastructure and appropriate machinery and equipment; hence, this study is devoted to the eThekwini Electricity stores’ environment in Durban. eThekwini Electricity has twelve (12) stores located within the Metropolitan region that holds and supplies stock for maintenance and construction purposes. The study findings are based on a sample of 65 respondents with a response rate of 92.30% for the self-administered questionnaires. As part of a mixed methods research approach, five (5) participants were also interviewed. The study’s theoretical framework is undergirded by the Work Design Questionnaire of Morgeson and Humphrey (2006) and the motivation theory by Herzberg that uses motivators as factors that seek to enhance job satisfaction, while the job characteristics model by Hackman and Oldham employs skill, variety, task variety, task significance, autonomy and feedback as factors to be incorporated into work design to enhance employee morale . The results from this study suggest work design factors such as autonomy and task variety are perceived by employees as significant contributors to job satisfaction, while work design factors job complexity, information processing and problem-solving point to an appreciable proportion of contribution toward job satisfaction, but equally does not contribute to job dissatisfaction. This study also revealed a pronounced dissatisfaction with work design factors such as ergonomics, physical demands and work conditions. The findings in this study point to arenas within eThekwini Electricity stores that can be improved upon in respect of work design. The appropriate managerial interventions ought to address the perceived deficiencies. Review of existing work methods together with appropriate training and development can be employed to address work factors such as job complexity, information processing and problem solving, while the use of appropriate technology and mechanisation ought to be used for work design factors such as ergonomics, physical demands and work conditions. Additionally, it is proposed that improved health and safety standards together with ‘green environment’ initiatives be encouraged to enhance job satisfaction outcomes with employees. The study used the Work Design Questionnaire and adapted it uniquely to suit the eThekwini Electricity Municipality stores’ environment. The approach and methodology utilised in this study could certainly be adopted in any warehousing environment, especially in a local government setting.
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    The influence of organisational culture on job satisfaction : a case study of Nkomazi Municipaliy - Mpumulanga
    (2019-11) Mabuza, Nontuthuzelo M.; Moodley, Dianna
    Organisational culture plays an integral part in every organisation, particularly on aspects such as employees’ morale, emotions, satisfaction and performance. Earlier researchers have demonstrated the connectivity between an organisation’s culture and employees’ level of satisfaction. This study attends to probe further on this topic; however, its scope is within the Nkomazi Municipality in Mpumalanga, South Africa. The study’s core goal was to determine factors affecting the relationship between organisational culture and job satisfaction within the Mpumalanga Province of South Africa. To achieve this aim, the study pursued a qualitative research approach by interviewing personnel at the Nkomazi Municipality as a means to gaining deeper insight on their perceptions and opinions. The study revealed that organisational culture did impact on job satisfaction at Nkomazi Municipality; however, this positive note was downplayed by the insufficiency of information flow among different strata of the municipality. In line with this, the study recommends regular meetings as a means to enhancing the communication flow amongst role-players within the municipality. Furthermore, the study advocates training programmes as an agenda towards an efficient flow of communication at different levels within the Nkomazi Municipality; while also adopting capacity developmental programmes for the development of personnels’ communication, interpersonal and cognitive skills.
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    The effect of absenteeism on productivity at Durban container terminals
    (2021-11) Zondi, Buyani Mgcini Cyril; Kader, Abdulla
    The Durban container terminal (DCT) is the biggest and busiest container terminal in the African continent. The terminal has a throughput capacity of 2.9 million per annum but is now under threat due to absenteeism. In recent years, the DCT struggled with a high rate of absenteeism which is thought to be the reason for decreasing productivity. The study, therefore, sought to investigate the effect of absenteeism on productivity at DCT with a view to finding ways of curbing the scale of absenteeism. A quantitative research approach was adopted with a view to finding ways of curbing the scale of absenteeism. Stratified random sampling was used to select 321 participants from the human resource inventory at DCT. The data were analysed using both descriptive statistics. The study questionnaire was validated by pretesting the questionnaire to some selected employees at the DCT. Ethical approval was requested and obtained from the Research and Ethics Office at the Durban University of Technology. The study revealed that employees perceived absenteeism as the reason for lower productivity, lower quality of product and service. Absenteeism is perceived as the source of increase in losses and as well as increase in administrative costs. The study found that absenteeism at DCT is caused illness, toxic organisational culture, stress levels, family problems, personal need and poor relations amongst core workers and between mangers. In addition, the study also found that improving conditions of service and organisational culture can potentially lower absenteeism at DCT. On the other hand, the study concluded that offering employee assistance, disciplinary action and a caring leadership were not helpful in reducing absenteeism at DCT. Drawing from the findings made, the study recommended the need to establish the employee health centres such as clinics manned by full time personnel such as nurses and doctors to provide health care and support to all employees of the organisation. There was also need for leaders/mangers to undergo training on effective leadership that fosters on a learning organisation in order to improve organisational culture leading to a culture that motivates the workforce. It is through this culture that issues of personal needs, family matters and relationships will be take care of. The study also recommended an overhaul of the conditions of service that includes salary upgrade, allowances such as transport and housing, medical care etc. There was need also to investigate the current disciplinary measures used by DCT that include disciplinary action and the employee assistance programs as they have proved to be helpful in other organisations globally except for DCT becoming cause for concern.
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    Factors that influence employee morale of contact centre staff : Eskom Holding SOC LTD South Africa
    (2018) Masilela, Thoko Johanna; Mbhele, Thokozani Patmond
    The vital role that staff morale plays in staff performance within organisations cannot be underestimated. The main reason for human and labour development is to improve employees’ conduct in terms of confidence or approach towards the job. Eskom contact centre is an important and integral part of business that frequently handles queries from customers, thereby reducing the waiting time of customers and enhancing call routing. Leadership of Eskom contact centres is deemed to experience a high rate of absenteeism, high level of stress and high turnover rate and intention to leave by most of the employees working in the contact centres. The main objective of the study was to determine factors influence the morale of employees at Eskom contact centre in South Africa. This study further aimed to achieve the following objectives: to examine the effects of Eskom workforce performance management systems that influence the levels of motivation and morale of contact centre employees, to evaluate the impact of intrinsic and extrinsic factors influencing the morale on physical and psychological performance outcomes, and to assess the relationship between the moral behavior among the Eskom contact centre employees and the perceived employees physical and psychological performance reactions and attitudes. Statistical methods such as descriptive statistics, multiple regression, logistic regression and factor analysis were used to analyse the data collected from thirty-five (35) employees at Eskom contact centre. The main findings reveal that the most important intrinsic factors which influences job satisfaction at Eskom contact centre were acceptable pay level and employee recognition while the extrinsic factors include: reasonable work and responsibilities, positive role of supervisor, work pressures, work tension, job frustration, low service level, customer time management, high responsibility, work overload and heavy call overload. The managerial implication encompasses some recommendations that can assist management to decide on the factors that will enhance Eskom’s operations.
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    Impact of staff turnover on organizational effectiveness and employee performance at the Department of Home Affairs in the Eastern Cape Province
    (2014-02-18) Mabindisa, Vuyisile; Jinabhai, Dinesh C.; Lourens, Melanie E.
    This research focuses on the impact of staff turnover on organisational effectiveness and employee performance in the Department of Home Affairs in the Eastern Cape Province. High staff turnover rate may jeopardize efforts to attain organisational objectives. In addition, when an organisation loses a critical employee, there is negative impact on innovation, consistency in providing service to guests may be jeopardized and major delays in the delivery of services to customers may occur. The research design used in this study was the quantitative approach, which allowed the researcher to use structured questionnaires when collecting data. A pilot study was conducted to test the questionnaire. The survey method was used in this study because the target population only composed of 100 employees. A high response rate of 98% was obtained using the personal method of data collection, questionnaire was structured in a 5 point Likert scale format. The Statistical Package for Social Science (SPSS) version 15 for Windows was used for statistical analysis of the main responses. The study finding suggests that salary is the primary cause of staff turnover in the Department of Home Affairs. The findings highlighted that high staff turnover increases work load to the present employees in the department. The study finding also showed that staff turnover causes reduction in effective service delivery to the customers and reflects poorly on the image of the Department. Other findings suggested that unhealthy working relationship may also be the cause of staff turnover in the department. The recommendations highlighted that top management should pay a marketable salary to employees and the employees must be rewarded if they have achieved their goals. Top management should also develop opportunities for career advancement in the department. Top management should involve employees when they make decisions that will affect them in the Department of Home Affairs in the Eastern Cape Province. The study concludes with direction for future research.
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    The impact of strategy change on morale, performance and commitment
    (2008) Mekgoe, Naome; Mason, Roger Bruce
    Strategic change within an organisation is inevitable. Due to the competitive global landscape, organisations have to continuously adapt their strategies to remain in the market. Strategy change is most often met with resistance, and more so when the change involves downsizing. The effects of downsizing on employee morale, performance and commitment have been studied by numerous authors and a number of models for strategy change implementation consequently suggested. However, South Africa is faced with very particular challenges when dealing with change, including a high level of unemployment, fierce resistance to change in the form of collective action such as strikes, stay-aways or go-slows, political and social transformation happening simultaneously, global competition and the conflict between social and free markets within an emerging economy. Irrespective of the vast amount of international literature available on change management, there is a distinct lack of literature investigating the impact of strategy change in an emerging economy and a knowledge gap in terms of applying existing change theories in non-Western environments. This study was aimed at determining the impact of strategy change, particularly downsizing, on employee morale, performance and commitment at a global South-African based Telecommunication Company. The objectives of the study was to determine whether employees in South Africa are negatively affected by downsizing, and provide useful information to strategic managers in terms of implementation of strategy change in a South African environment. To determine the impact of downsizing as a strategy change, a questionnaire was designed based on the literature review to ascertain responses to three sections of questions, respectively measuring morale, performance and commitment. A sample of the target population was chosen based on their position/ employment type i.e. management, supervisor or general staff. The results of the empirical study revealed some very interesting points. Although all respondents demonstrated optimism in terms of their morale, performance and commitment, it was found that comparatively, managers are more negatively impacted during times of downsizing. The Telecommunication Company’s structured nature, advances in political and social reform, and solid Training and Development policy shielded the employees from the full negative impacts of downsizing because of their positive core self evaluation. The substantial amount of neutral responses (especially under management) indicated that not all respondents revealed their true feelings, a common characteristic amongst collective people. It also surfaced that even though the majority of responses indicated positive morale and performance, most respondents were considering positions outside the organisation. Based on the literature review and results from the empirical investigation, a model was proposed to assist strategic managers in South Africa with change implementation.