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Faculty of Management Sciences

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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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    The influence of organisational change on organisational culture and employee engagement at a retail distribution centre in KwaZulu-Natal
    (2024) Ndlovu, Thobeka; Murwirapachena, Genius
    Organisational change remains one of the most critical challenges facing organisations. It is imperative for employee engagement and organisational culture to be incorporated into the organisational strategic goals to enhance employee performance and organisational success. Generally, organisational change can be triggered by factors including the business, political, economic, and cultural environments, competitor initiatives, technological innovations, globalisation, or restructuring. The riots that happened in several parts of Durban and Johannesburg in July 2021 affected several businesses. In the aftermath, studies have emerged detailing the impact of the riots, yet very few studies, if any, exist on the impact of the unrests on organisations across the retail distribution sector. This study aims to close this gap by investigating the impact of organisational change on organisational culture and employee engagement within the retail distribution sector. The study fulfils three main objectives to achieve this aim. The first objective is to examine the Influence of organisational change on organisational culture. Secondly, the study seeks to examine the Influence of organisational change on employee engagement, and lastly, the study aims to determine the role of demographic factors, if any, on the influence of organisational change on organisational culture and employee engagement.
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    Integrative leadership approaches and their influence on employee engagement : a case for uMkhanyakude District Municipality
    (2023) Sibiya, Vusumuzi Innocent; Mutambara, Emmanuel
    The aim of this dissertation is to determine the role and influence that integrative leadership approaches have on employee engagement within the uMkhanyakude District Municipality in KwaZulu-Natal. Previous studies have investigated the causes and impacts of employee disengagement however, very few have attempted to investigate, in detail, whether disengagement is attributable to the leadership of an organisation. Therefore, the purpose of this study was to investigate the possible leadership consequences or outcomes across multiple leadership theories in terms of employee engagement (or disengagement) in uMkhanyakude District Municipality. The mixed method research methodology was used to investigate the phenomena as it increases the validity of the research findings due to the complementarity between the quantitative and qualitative research methods. The findings from both the quantitative and qualitative approaches converged in that most employees were of the view that while leadership and administration are correlated and share a common view, issues such as lack of education, favouritism and other negative elements led to lack of employee engagement or disengagement within the district. Ultimately, leadership, dominant leadership styles and leadership style consequences were identified as having a direct impact on employee engagement and affected employee satisfaction in the municipality. Based on the findings, the study recommends that qualified personnel whose academic prowess and knowledge be deployed in the appropriate positions to mitigate employee disengagement. Furthermore, it recommends that employees be made aware of recruitment processes so that the right talent is matched to the appropriate positions. Dispute resolution processes must be created to deal with issues of conflict at the top management level as this has contributed to the employee dissatisfaction. Ultimately, each employee needs to feel safe and uninhibited from carrying out their duties. The study recommends further areas of research that can enhance this subject such as why some leaders are more effective than others, whether there is a connection between integrative leadership and productivity and whether it is possible to determine a universally accepted “predictor” of effective leadership.
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    Rewards and recognition of employee performance as a motivating factor at a selected university in South Africa
    (2023) Mungroo, Sheinna; Kader, Abdulla
    This study aimed to investigate the reward and recognition of employee performance as a motivating factor at the University of KwaZulu-Natal. This phenomenon is widely popular and has become the basis of many research studies undertaken by well renowned Academics. Their studies have proven successful and formed the basis of many other studies. However, research studies into the rewards and recognition of employee performance as a motivating factor has been limited in the Higher Education Sector. The purpose of the study was, therefore, to examine the nature and relationship of rewards, recognition and employee performance as a motivating factor on a target population of academic and professional services staff members. The study was conducted at the University of KwaZulu-Natal delimited to the College of Law and Management studies with a sample respondent size of 169 academic and professional services staff members and 8 academic leaders. The researcher had undertaken a mixed methods research study and administered structured close-ended questionnaires and structured open-ended interview schedules. Data was collected and analysed with SPSS statistical package (Version 25) and NVivo then compared against previous literature. Limitations in the study included the Covid-19 pandemic and lockdown—which made it impossible to physically meet with the participants. Thus, simple random sampling technique without replacement was used to select the representative sample for the quantitative aspect and purposive non-probability sampling will be used for the qualitative aspect. The study was delimited to the academic and professional services employees of a particular College. The findings resulted in a positive correlation between key variables, Rewards, Recognition and Employee Performance. This means that employee’s performance at work is motivated by rewards and recognition. If these components are missing, the employee will not be motivated to perform. However, the researcher recommended further study undertakings in the area so that a basis of comparative literature and a holistic framework be established for future reference.
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    The role of talent retention as an employee motivator in the fast-moving consumer goods industry
    (2023) Manowah, Kavetha; Henha, Edwige Pauline Ngo
    The fast-moving consumer goods (FMCG) industry is a highly competitive and progressive sector where companies must attract and retain the best skills to remain relevant and successful. In this ever-changing, modernizing world, organizations are compelled to keep up with trends on how to manage employees, motivate, and retain them. This study aimed to investigate the extent to which talent retention strategies can be contributory factors to employee motivation, which positively influences the employee’s intention to stay with the organization. This study explored various talent retention strategies and tested their impact on employee motivation, using a series of analytical tests. An exploratory approach was used with a non-probability sampling design, specifically judgmental sampling was used as respondents chosen for this study were based on specific characteristics. Since the research design of this study is quantitative, a structured questionnaire was sent to 130 respondents, of which 124 respondents successfully completed the questionnaire. The results showed that there were gender inequalities in the workplace. Furthermore, employee participation had an influence on employee motivation. Compensation and benefits, training and development, and work-life balance did not have an influence on employee motivation, amongst other interesting findings. These findings are relevant to the FMCG industry and contribute to the existing framework of knowledge.
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    The effective implementation of employee performance management and development systems and its impact on employee success at a selected public health institutions within the eThekwini District of Kwazulu-Natal
    (2022-12) Thusi, Jerome Sibusiso Bonginkosi; Dlamini, Bongani Innocent
    Since the inception of democracy in South Africa, the public sector has had to deal with increasing demands within an ever-shrinking public purse due to competing needs. Commitment and peak performance are amongst other pieces of a puzzle that are needed to render services in accordance with the expectations of members of the public who are increasingly growing impatient. This study focuses on the effective implementation of a performance management system and its impact on public health institutions. According to Chan and Lynn (1991), the organisational performance criteria should include service rendered, effectiveness, client satisfaction, as well as employee morale. The purpose of the study was to investigate and evaluate the effective implementation of Employee Performance Management Development System and its impact on employee success in the work environment. Quantitative research methods were utilised to describe the understanding, attitudes and perceptions of individual employees with regard to the effective implementation of an Employee Performance Management Development System in the workplace. The majority of the participants concur with most of the statements, which shows that employees perceive the EPMDS as an effective tool to measure performance management. The study also reveals that if EPMDS can be effectively implemented, it can achieve desired results and positive spin-offs in terms of employee buy-in, commitment to work ethic and developing a sense of ownership from the individual perspective. Employers need to change from the traditional performance appraisal system as the time has come for a new model of the performance management process which introduces a paradigm shift and innovative ways of doing things, including engaging employees from the beginning of the performance cycle and on-going mentoring.
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    The influence of ethical leadership and organisational culture on employee commitment in the City of Johannesburg
    (2023-03) Ndou, Joseph Mbulaheni; Agbenyegah, Albert Tchey
    The key driver of this study was to explore the influence of ethical leadership and organisational culture on employee commitment in the City of Johannesburg. The study employed a quantitative research approach, and simple random sampling was used to select research participants. This study entailed a cross-sectional study. Four hundred online questionnaires were distributed to research participants, of whom 234 were returned, giving an initial response rate of 58.5%. Of the 234 online returned questionnaires, 14 were found to be invalid and were omitted from the study analysis. This resulted in a valid response rate of 55%. The study’s findings have revealed that ethical leadership is key in positively influencing employee commitment. Therefore, the City of Johannesburg Metropolitan Municipality employees should be trained to increase their knowledge of ethical leadership, apply it and be empowered to enhance employee commitment. Moreover, the study has also revealed that organisational culture contributes substantially to employees’ commitment to the City of Johannesburg. Therefore, the City of Johannesburg's leadership should create a strong culture that will result in a positive environment. This would assist in retaining employees and thus reduce employee turnover. Moreover, the study has also revealed that organisational culture contributes substantially to employees’ commitment to the City of Johannesburg. Therefore, the City of Johannesburg's leadership should create a strong culture resulting in a positive environment. This would assist in retaining employees and thus reduce employee turnover. Therefore, the study recommends that the City of Johannesburg recruit ethical employees and create a conducive organisational culture to foster employee commitment.
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    Influence of a shop floor management system on labour productivity in an automotive parts manufacturing organisation in South Africa
    (AOSIS, 2020-02-18) Zondo, Robert Walter Dumisani
    Background: South Africa’s labour productivity at the shop floor remains an issue of central concern for business. It plays a role in the life of every person and the performance of every business, thus requiring the business to solve problems at the shop floor level. This sentiment underpins the concept of a shop floor management (SFM) system. An SFM system refers to the extent of control exercised at the shop floor level for commitment and involvement of shop floor employees aimed at improving productivity. It is a process that facilitates employee engagement. Aim: This study examines the influence of an SFM system for productivity improvement in automotive parts manufacturing companies in South Africa. Productivity in the South African’s manufacturing sector is low compared to its counterpart industries in the Asian and Western countries. This sector experiences the lack in short to medium term growth in productivity. Setting: The automotive parts manufacturing company that has adopted an SFM strategy for productivity improvement participated in the study. Methods: The study objectives were achieved by examining the production and related experiences in the company. The collection of data was carried out in two phases. This includes the collection of results pre and post-SFM implementation from company records for spoilage, absenteeism and housekeeping rates. The pre-SFM results were quarterly data reflecting the company’s performance over the three-year period prior to the implementation of the SFM. This company operates in the eThekwini District Municipality in KwaZulu-Natal. Results: The study established that housekeeping and SFM have no relation to labour productivity. However, it revealed the relationship of both absenteeism and spoilage rates with labour productivity. Conclusion: SFM is an employee engagement process that creates a working environment that encourage worker participation and commitment. Contribution: The original value of this paper is its approach in uncovering strengths and weaknesses of SFM for productivity in South Africa.
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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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    A system dynamics model of the talent pipeline for strategic responsiveness at DUT
    (2019-11) Perumal, Manoshni; Bodhanya, Shamim
    Continuing concerns about quality issues related to the higher education landscape have given impetus to the urgent need for effective human resources talent management. Guided by this, employee engagement represents important human capital whose performance plays an important predictive role in universities achieving sustained success. Related to this challenge, the current study had the primary aim of identifying the cause and effect of talent variables that influence the different components of talent and strategic outcomes. Through a qualitative multi-approach design, data was collected via a combination of document analysis and semi-structured interviews. Non-probability purposive sampling was used in the selection of participants. Using the Durban University of Technology as the case study, employees from the categories of senior and executive management, middle management and the general employees offered insights into DUT’s challenges with talent management and the impact on the success of a learning organisation. The study’s emergent themes were categorised thematically and the findings articulated. Key areas addressed included conceptions of a learning organisation; the role of policy rigidity in talent management; talent attraction, development and retention; quality teaching and learning as key influences to talent development; sustainability considerations in talent management; policy compliance and its contribution to the development and management of talent within the University. Using the system dynamics methodology, the research offered an in-depth understanding of the complexities inherent in the talent management process. The implication for human resources practice was primarily related to the acknowledgement that the SD approach has far greater application potential than has been acknowledged.