scholarly journals Predictors of satisfactory employee performance in the South African Department of Health

2017 ◽  
Vol 15 (2) ◽  
pp. 140-147
Author(s):  
Zeleke Worku
Keyword(s):  
Performance Management ◽  
South African ◽  
Employee Performance ◽  
Composite Index ◽  
Binary Logistic Regression ◽  
Binary Logistic Regression Analysis ◽  
The South ◽  
Assessment And Evaluation ◽  
Department Of Health ◽  
Training Opportunities

A study was conducted at the South African Department of Health (DOH) in order to assess the perception held by employees of the DOH at national and provincial levels about the suitability of the Performance Management System (PMS) tool that was being used in the DOH for the assessment and evaluation of the performance of employees working for the DOH at national and provincial level based on their Key Performance Areas (KPAs) and Key Performance Indicators (KPIs). The study was based on a stratified random sample of size n=120 employees of the DOH working at national and provincial levels. The study was quantitative, and used methods of data analyses such as frequency tables, cross-tab analysis and binary logistic regression analysis. The degree of productivity of employees at work was measured by using a composite index defined by Le Brasseur, Zannibbi & Zinger (2013). Results obtained from the study showed that about 74% of employees held a favorable view of the PMS tool that was used for the assessment and evaluation of employees. The percentage of respondents who viewed the PMS tool as unhelpful was about 26%. The study showed that the view held by employees working in the DOH about the relevance and objectivity of the PMS tool used for the assessment of employee performance in the DOH was significantly and adversely affected by the perception that the PMS policy was incapable of promoting the effectiveness of the DOH as an organization, the perception that the PMS policy was incapable of rewarding deserving employees, and the perception that there were not enough training opportunities in the PMS, in a decreasing order of strength.

scholarly journals Nurse educators’ perceptions of OSCE as a clinical evaluation method

Curationis ◽  
2001 ◽  
Vol 24 (1) ◽  
Author(s):  
MM Chabeli
Keyword(s):  
Nursing Education ◽  
South African ◽  
Clinical Evaluation ◽  
Clinical Competence ◽  
Nurse Educators ◽  
Evaluation Method ◽  
Thinking Skills ◽  
Alternative Methods ◽  
The South ◽  
Assessment And Evaluation

The South African Qualifications Authority, and the South African Nursing Council are in pursuit of quality nursing education to enable the learners to practise as independent and autonomous practitioners. The educational programme should focus on the facilitation of critical and reflective thinking skills that will help the learner to make rational decisions and solve problems. A way of achieving this level of functioning is the use of assessment and evaluation methods that measure the learners’ clinical competence holistically. This article is focused on the perceptions of twenty nurse educators, purposively selected from three Nursing Colleges affiliated to a university in Gauteng, regarding the use of OSCE (Objective Structured Clinical Examination) as a clinical evaluation method within a qualitative and descriptive research strategy. Three focus group interviews were conducted in different sessions. A descriptive content analysis was used. Trustworthiness was ensured by using Lincoln and Guba’s model (1985). The results revealed both positive and negative aspects of OSCE as a clinical evaluation method with regard to: administrative aspects; evaluators; learners; procedures/instruments and evaluation. The conclusion drawn from the related findings is that OSCE does not measure the learners’ clinical competence holistically. It is therefore recommended that the identified negative perception be taken as challenges faced by nurse educators and that the positive aspects be strengthened. One way of meeting these recommendations is the use of varied alternative methods for clinical assessment and evaluation that focus on the holistic measurement of the learners’ clinical competence.

scholarly journals Knowledge and attitudes of the South African public with regard to congenital and inherited disorders

Curationis ◽  
1984 ◽  
Vol 7 (2) ◽  
Author(s):  
J. Hof ◽  
H.M. Esterhuysen ◽  
C.J. V.d. Merwe ◽  
C. V.d. Burgh ◽  
L. Lomberg
Keyword(s):  
South Africa ◽  
South African ◽  
Genetic Services ◽  
European Countries ◽  
Genetic Service ◽  
The South ◽  
Inherited Disorders ◽  
Community Based ◽  
Knowledge And Attitudes ◽  
Department Of Health

In the U.S.A. and most European countries the establishment of community based genetic services has emerged only within the last decade. There has been a tendency for the relevant government departments to assume partial or complete responsibility for these services. In South Africa such a community based genetic service under direction of the Genetic Services Division of the Department of Health and Welfare was conceptualised in 1971 and put into operation in 1975.

scholarly journals Trust and organisational performance: A grounded theory approach for a South African district municipality

2019 ◽  
Vol 17 ◽  
Author(s):  
Zwelinzima J. Ndevu
Keyword(s):  
Local Government ◽  
Performance Management ◽  
South African ◽  
Employee Performance ◽  
Research Literature ◽  
Theory Approach ◽  
Negative Consequences ◽  
Organisational Performance ◽  
Managerial Implications ◽  
Value Add

Orientation: A key role of local government in providing transparent, honest, accountable, efficient and effective service delivery to the communities they serve is determined by a number of plans, designs, actions and implementation. Trust among communities in the organisational set up is key in the success or failure of the efforts of the municipal entity and affects their individual and group performance.Research purpose: This study examines the relationship between trust and performance within a municipal environment and its effect on service delivery.Motivation for the study: The lack of sufficient and usable knowledge and information on the issue created the need for this research project that is an on-going effort dissecting and analysing key human resources challenges in the public sector.Research approach/design and method: Following a brief outline of the legislation, rules and regulations that determine the responsibilities of local government in South Africa and the context of the study, the qualitative method and design of focus groups as the key instrument of data collection was identified and analysed.Main findings: The results of the study pointed to the lack of trust among leadership and employees at all organisational levels.Practical/managerial implications: The existence of mistrust and problems identified in the process of performance management and evaluation has negative consequences on employee performance in the municipality.Contribution/value-add: The study findings have opened new doors to understanding key elements of organisational performance as the topic has received very scant attention in South African research literature.

scholarly journals Managing the academic talent void: Investigating factors in academic turnover and retention in South Africa

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Marguerite Theron ◽  
Nicolene Barkhuizen ◽  
Yvonne Du Plessis
Keyword(s):  
Higher Education ◽  
Performance Management ◽  
South African ◽  
Management Practices ◽  
Academic Staff ◽  
Research Approach ◽  
The South ◽  
Reliable Measure ◽  
Convenience Sample ◽  
Retention Factors

Orientation: Globally, the demand for academic staff in higher education is expected to continue to increase. The South African situation is exacerbated by the so-called ‘retirement swell’ and turnover and retention problems; measurements to diagnose these factors remain limited.Research purpose: This study aimed to investigate the factors that influence turnover and retention of academic and to validate the developed talent retention diagnostic tool for use in South African higher education institutions.Motivation for the study: Limited research currently exists on the retention factors of academic staff in the South African context.Research approach, design and method: Using an investigative quantitative research approach, the tool was administered to a convenience sample of academics (n = 153) in 13 higher education institutions.Main findings: The results showed an array of distinguishing turnover and retention factors and proved the tool to be a valid and reliable measure. Over half the respondents indicated slight to strong dissatisfaction with compensation and performance management practices. Significantly, 34% indicated that they considered exiting their academic institution, citing unhappiness about compensation, as the most likely reason, whilst 74.5% have previously looked for another job.Practical/managerial implications: The research highlights key areas (i.e. compensation, emotional recognition, a bonus structure that reflects employee contribution, performance management systems, mentorship and career development opportunities) that higher education should attend to if they want to retain their key and talented academic staff.Contribution/value-add: The results contribute to new knowledge on the factors that contribute to turnover and retention of academic staff and present a valid and reliable measure to assess these retention factors.

scholarly journals Employee performance, leadership style and emotional intelligence: An exploratory study in a South African parastatal

2008 ◽  
Vol 8 (1) ◽  
Author(s):  
B. A. Hayward ◽  
J. Baxter ◽  
T. L. Amos
Keyword(s):  
Emotional Intelligence ◽  
Transformational Leadership ◽  
Correlation Analysis ◽  
Performance Management ◽  
South African ◽  
Leadership Style ◽  
Significant Relationship ◽  
Employee Performance ◽  
Performance Data ◽  
Reliable Measure

Purpose: The purpose of this research is to explore the relationship between employee performance, leadership style and emotional intelligence in the context of a South African parastatal. Problem Investigated: There is a lack of literature and empirical research on the type of leadership required to achieve high levels of employee performance within South African parastatals. Methodology: The Multifactor Leadership Questionnaire (MLQ) was used to determine leadership style, while the Emotional Competency Profiler (ECP) was used to determine the emotional intelligence of the sample of leaders. Employee performance data was provided by the parastatal, based on their performance management system. Data was analysed using correlation analysis, multiple regression analysis, the standard regression ANOVA/F-test, t-tests and Cronbach alpha reliability coefficient. Findings: The findings of the research show that the ECP is a reliable measure of emotional intelligence and that while the MLQ is a reliable measure of transformational leadership, it is not a reliable measure of transactional leadership. The results of the correlation analysis show a positive significant relationship between emotional intelligence and transformational leadership and a negative significant relationship between employee performance and emotional intelligence. The results of regressing employee performance on emotional intelligence and transformational leadership show that emotional intelligence and transformational leadership have no significant effect on employee performance. The results of the regression models of the research could be biased by the lack of variance in employee performance data. Value of the Research: The value of the research lies in it confirming the MLQ as a reliable measure of transformational leadership and the ECP as a reliable measure of emotional intelligence. The finding of a positive significant relationship between emotional intelligence and transformational leadership is a valuable contribution to the literature. Conclusion: Although a positive significant relationship between emotional intelligence and transformational leadership was found, there is a need for further research to determine the type of leadership best suited to achieve high levels of employee performance within the parastatal.

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