scholarly journals A food-manufacturing manager’s experiences and perceptions of the implementation of an incentive scheme

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Celita Begbie ◽  
Mark Bussin ◽  
Willem Schurink
Keyword(s):  
Qualitative Research ◽  
South African ◽  
Research Approach ◽  
Incentive Scheme ◽  
Food Manufacturing ◽  
Field Researcher ◽  
Managerial Implications ◽  
Value Add ◽  
Views And Perceptions ◽  
Negative Feelings

Orientation: The field researcher, under the supervision of the co-authors Bussin and Schurink, sought to explore the experiences, views and perceptions of 10 managers about the incentive scheme that a South African food manufacturing company introduced.Research purpose: Identifying the contributors to negative feelings and demotivation, or conversely, excitement and motivation, will ultimately assist managers to implement an incentive scheme to motivate staff and improve performance.Motivation for the study: There is little research on how participants perceive incentive schemes and whether or not they motivate employees and improve overall performance.Research design, approach and method: The researcher used a modernistic qualitative research approach and, more specifically, a case study.Main findings: The participants in the research were unaware of the performance goals they needed to achieve. They felt that there was no link between their performance and their earnings. They felt that some objectives were demeaning and insulting, as was the payment they received. They felt that achieving their goals was outside their control and influence.Practical/managerial implications: Participants felt excited and motivated to perform when their managers presented the department’s overall goals to them and asked the participants to set their own goals based on the department’s objectives.Contribution/value-add: Although this study is explorative and descriptive, it suggests that it is how departments implement an incentive scheme, rather than merely having one, that will motivate or demotivate employees to perform.

scholarly journals Talent management in the South African construction industry

2019 ◽  
Vol 17 ◽  
Author(s):  
Sydwell Shikweni ◽  
Willem Schurink ◽  
Rene Van Wyk
Keyword(s):  
Construction Industry ◽  
South African ◽  
Management Practices ◽  
Talent Management ◽  
Research Approach ◽  
The South ◽  
Business Outcomes ◽  
Global Competitiveness ◽  
Managerial Implications ◽  
Value Add

Orientation: The South African construction industry is constrained by the shortage of a skilled workforce due to global competition and insufficient graduate output. There is a need to evolve attract and retain the most valuable talent.Research purpose: The aim of this study was to investigate talent management in a prominent South African internationally operating construction company. The objective is to develop a framework for enhancement of talent management practices.Motivation for the study: The South African construction industry’s inability to retain talent, hampers global competitiveness and productivity. Talent shortages need to be addressed at a strategic level to remain competitive.Research approach/design and method: A qualitative research approach examined a single South African construction organisation in the Gauteng Province. Grounded theory was used to analyse data generated from interviews, participant observations and company documents.Main findings: Firstly, talent management in the construction industry supposes mutual actions from the organisation and its talented employees. Secondly, internal enablers drive business outcomes by in alignment with a well-crafted strategy. Thirdly, a regulatory framework should acknowledge labour market dynamics and diversity. Fourthly, internal and external enablers should be taken into consideration. Finally, effective implementation of talent management practices yields talent sustainability and competitiveness.Practical/managerial implications: The two conceptual frameworks developed indicate: (1) key factors that play a role in talent management, and (2) the interface between talented employees and the organisation.Contributions/value-add: The findings provide two proposed frameworks that could guide leadership to devise an enabling global competitive talent management environment in the construction industry.

scholarly journals Performance management, vigour, and training and development as predictors of job satisfaction in low-income workers

2020 ◽  
Vol 18 ◽  
Author(s):  
Molefe J. Maleka ◽  
Leigh-Anne Paul-Dachapalli ◽  
Suzette C. Ragadu ◽  
Cecilia M. Schultz ◽  
Lize Van Hoek
Keyword(s):  
Job Satisfaction ◽  
Performance Management ◽  
South African ◽  
Low Income ◽  
Training And Development ◽  
Research Approach ◽  
The South ◽  
Managerial Implications ◽  
Value Add ◽  
And Training

Orientation: New insights into how managers can develop strategies to enhance job satisfaction, how researchers can use a different approach when collecting data by conducting a survey at a mall instead of an organisation, and an understanding of the relationship between performance management, vigour, and training and development of low-income workers form part of the orientation of this article.Research purpose: The authors endeavoured to determine whether performance management, vigour, and training and development positively predicted the job satisfaction of low-income workers in the South African context.Motivation for the study: Little, if any, research exists about the relationships between performance management, vigour, and training and development as well as the job satisfaction of low-income workers in the South African context.Research approach/design and method: The research approach was quantitative, descriptive and causal in nature. This study mostly comprised the units of analysis, namely low-income workers who were under-researched in the South African context. Hence, 877 respondents were purposefully selected for this study.Main findings: The results showed that performance management was the highest predictor of job satisfaction. The second highest predictor of job satisfaction was vigour, and the third highest predictor of job satisfaction was training and development.Practical/managerial implications: This research will empower managers to develop strategies to enhance employees’ job satisfaction by paying attention to performance management, vigour, and training and development.Contribution/value-add: This study was conducted on an under-researched sample, at a mall and suggested vigour as an intrinsic variable to be included in the Herzberg job satisfaction model.

scholarly journals Exploring the meaning and origin of stereotypes amongst South African employees

2015 ◽  
Vol 41 (1) ◽  
Author(s):  
Lizelle Brink ◽  
Jan Alewyn Nel
Keyword(s):  
South African ◽  
Research Approach ◽  
Clear Understanding ◽  
Structured Interviews ◽  
Inaccurate Information ◽  
Managerial Implications ◽  
Value Add ◽  
Formed Part ◽  
Emic Perspective ◽  
Employment Sectors

Orientation: Stereotypes are defined in different ways and also originate from various sources. Research purpose: To investigate how the employees from selected South African organisations understand and define the concept ‘stereotype’ and what the origins of stereotypes are.Motivation for the study: Individuals hold different perceptions of the same concept. Therefore, different individuals within selected South African organisations may interpret the meaning and origin of stereotypes very differently. This study therefore aimed to discover whether individuals have a shared understanding of the concept of stereotypes and whether they are aware of where stereotypes originate from. Research approach, design and method: A combination of both purposive and convenience sampling was used for the purpose of this study. The sample consisted of individuals working in selected South African organisations (N = 336). Various employment sectors formed part of this study. Semi-structured interviews were utilised to collect data and data analysis was done by making use of thematic analysis. Main findings: The results of this study indicated that people employed in selected South African organisations are familiar with stereotypes and have a clear understanding thereof. Participants in this study have a conscious awareness of the origin of stereotypes. Although not all of the participants had direct experiences with stereotyped groups, they were well aware that stereotypes are also caused by indirect sources. Practical implications/managerial implications: When individuals are aware of where their stereotypes originate, they should actively attempt not to rely on their stereotypes when coming into contact with stereotyped groups. Organisations should educate their employees on the process of stereotypes and exactly what this means and where they originate from. Contribution/value-add: With this study the emic perspective pertaining to the meaning and origin of stereotypes is explored within the South African context. By participating in this study, individuals may become aware of the fact that their perceptions and opinions of others may be based on inaccurate information. This study may encourage individuals to truly get to know someone first rather than relying on their possibly inaccurate stereotypes.

scholarly journals Rejuvenating the rewards typology: Qualitative insights into reward preferences

2021 ◽  
Vol 47 ◽  
Author(s):  
Janine A. Victor ◽  
Crystal Hoole
Keyword(s):  
South African ◽  
Research Study ◽  
Meaningful Work ◽  
Working Environment ◽  
Research Approach ◽  
Learning And Development ◽  
Life Balance ◽  
Managerial Implications ◽  
Value Add ◽  
Interviewing Techniques

Orientation: In order to drive desirable behaviour, employees need to feel valued. It is, therefore, important to identify which rewards motivate employees and satisfy their needs.Research purpose: The overarching aims of this study were to explore how South African employees feel rewarded at work and to develop a model depicting how rewards can be categorised.Motivation for the study: There is a dearth of qualitative research on reward preferences, especially on the psychological façade of this construct.Research approach/design and method: Using a phenomenological research approach and in-depth interviewing techniques, 47 South African employees participated in focus group sessions. To analyse the data, a deductive and constructionist thematic analysis was employed.Main findings: The rewards construct is perceived to be multidimensional. Rewards can be categorised into three main categories: (1) extrinsic financial rewards (consisting of the total remuneration package), (2) extrinsic non-financial rewards (inclusive of good relationships, learning and development opportunities, organisational culture, communication, recognition, the physical working environment, feedback and work-life balance) and intrinsic-psychological rewards (encapsulating autonomy, meaningful work, felt competence, task enjoyment and challenging work).Practical/managerial implications: Outdated reward strategies should be re-evaluated to include all three categories of rewards. This means that there should also be a more in-depth focus on intrinsic-psychological rewards in the workplace.Contribution/value-add: This study highlighted the importance of using extrinsic (financial and non-financial) as well as intrinsic-psychological rewards to motivate employees and satisfy their needs. The insights gained from this research study can be used by future researchers and practitioners to construct modernised rewards frameworks.

scholarly journals Economic empowerment of women in the informal African craft industry: The case of Tembisa

2021 ◽  
Vol 14 (1) ◽  
Author(s):  
Louisa D. Jokia ◽  
Elana Swanepoel ◽  
Marius Venter
Keyword(s):  
South African ◽  
Business Model ◽  
Mixed Methods Research ◽  
Research Approach ◽  
Formal Sector ◽  
Support Measures ◽  
Managerial Implications ◽  
Value Add ◽  
Craft Industry ◽  
Informal Traders

Orientation: In Tembisa, within the Ekurhuleni Metropolitan Municipality, women sell woven baskets and traditional beaded accessories, trading informally. The baskets have both functional and aesthetic values, as they are used for interior decoration. The skill of weaving is passed on from generation to generation.Research purpose: To investigate the business model used, the skills needed and the opportunities and support measures available to these craft traders to empower them to transition from being informal traders to becoming formal craft traders.Motivation for the study: Little is known about the women who sell crafts informally in Tembisa. The literature has revealed that the majority of informal traders in South Africa are women from poor communities. It is not known whether opportunities, support measures and sources of funding are available in the local municipality and community to assist these craft traders in transitioning from the informal to the formal sector.Research approach/design and method: A mixed-methods research approach was adopted. A quantitative survey using a structured questionnaire enabled data collection from 32 traders. Through in-depth interviews, information on current programmes by the Ekurhuleni Metropolitan Municipality and the Moses Molelekwa Centre were obtained.Main findings: This research revealed that the African craft business is seasonal, depending on the supply of weaving material and cultural and other functions. Most of the traders were not South African and were not interested in transitioning from the informal to the formal sector. Both the municipality and the centre offered programmes to assist informal traders to transition from the informal to the formal sector.Practical/managerial implications: Only a few of the respondents were South African. It is essential to ensure that the skill of weaving continues and be elevated to lucrative business. Owing to the fact that informal businesses purchase from formal business, government programmes should focus more on supporting informal business to be successful without requiring them to be formalised.Contribution/value-add: The business model of the craft traders in Tembisa has been unpacked. Insight has been gained into their economic challenges and the measures that a local authority could implement to empower and assist these women.

scholarly journals Prevalence of workplace bullying of South African employees

2012 ◽  
Vol 10 (3) ◽  
Author(s):  
Leanri Cunniff ◽  
Karina Mostert
Keyword(s):  
South African ◽  
Workplace Bullying ◽  
Demographic Characteristics ◽  
Negative Effects ◽  
Cross Sectional ◽  
Demographic Groups ◽  
Diversity Experiences ◽  
Managerial Implications ◽  
Value Add ◽  
Survey Approach

Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations. Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC) and diversity experiences.Motivation for the study: This study intended to draw attention to the implications and negative effects of workplace bullying and to determine whether employees with certain socio-demographic characteristics, SOC levels and diversity experiences experience higher levels of bullying than others do.Research design, approach and method: The researchers used a cross-sectional field survey approach. They used an availability sample (N = 13 911). They computed frequencies to determine the prevalence of workplace bullying and used a multivariate analysis of variance (MANOVA) and analyses of variance (ANOVAs) to determine the differences between the groups.Main findings: The results showed that 31.1% of the sample had experienced workplace bullying. The researchers found significant differences between all the socio-demographic groups. Participants with higher levels of SOC, and who experienced diversity positively, reported lower levels of workplace bullying.Practical/managerial implications: Employers need to realise that workplace bullying is a common problem amongst South African employees and should ensure that they have the necessary prevention methods.Contribution/value-add: This study contributes to the limited research on the prevalence of workplace bullying and its relationship with SOC and diversity experiences in the South African workplace.

scholarly journals The validity of world class business criteria across developed and developing countries

2010 ◽  
Vol 8 (1) ◽  
Author(s):  
Andre J. Parker ◽  
Theo H. Veldsman
Keyword(s):  
Developing Countries ◽  
Developed Countries ◽  
General Assumption ◽  
Research Approach ◽  
Class Standing ◽  
Managerial Implications ◽  
World Class ◽  
Value Add ◽  
Business Challenges ◽  
Developing And Developed Countries

Orientation: World class implies being able to respond effectively to the prevailing business challenges in a manner that surpasses competitors and to compete effectively in the global economy.Research purpose: To assess the validity of the general assumption in the literature that world class criteria are equally applicable worldwide.Motivation for research: The possibility exists that developing countries require an adjusted mix of world class criteria and practices to become globally competitive.Research design, approach and method: A quantitative field survey research approach was adopted. A web-enabled questionnaire was designed, covering 35 world class practices grouped under 7 world class criteria. A cross-section of the senior management from 14 developing and 20 developed country’s organisations partook in the study.Main findings: It was empirically confirmed that the majority of world class practices posited in the literature are used by participating organisations; that world class criteria do not apply equally across developed and developing countries; and that more important than country location, is the deliberate choice by an organisation’s leadership to become world class. An empirically based model of ascending to world class was proposed.Practical/managerial implications: Regardless of country location, the leadership of an organisation can make their organisation world class by applying the proposed world class model.Contribution/value add: A reliable web enabled instrument was designed that can be used to assess an organisation’s world class standing; the assumption that world class criteria are equally valid across developing and developed countries was proven partially incorrect; since becoming or being world class is also a leadership choice regardless of location.

scholarly journals Transformative consumer research: Its origins and possible enrichment of the field of consumer research in South Africa

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Leona M. Ungerer
Keyword(s):  
South Africa ◽  
Consumer Research ◽  
Well Being ◽  
Research Approach ◽  
Research Areas ◽  
Traditional Research ◽  
Managerial Implications ◽  
Additional Approach ◽  
Value Add ◽  
Transformative Consumer Research

Orientation: This article provides a rationale for considering transformative consumer research as a research approach for investigating the relationship between consumption and consumers’ well-being in South Africa.Research purpose: The purpose of this study is to explore the principles underlying transformative consumer research, including how it differs from traditional research methods and pointing out some established research areas in this field.Motivation for the study: Apart from pointing to a lack of literature, this article highlights the relevance of this approach for emerging countries by investigating the principles and practices embedded in transformative consumer research. It provides some indication of how an investigation of these areas may contribute to enhancing the relevance of consumer research to its various stakeholders.Research design, approach and method: The author used a literature review to conduct the study.Main findings: It appears that consumer research currently lacks external and internal relevance. A transformative consumer-research approach may address some of the fundamental problems in the way consumer psychologists plan and conduct their research, contributing to this lack of relevance.Practical/managerial implications: Most stages of the traditional research approach may need to be adapted for transformative research purposes. Some approaches appear particularly suited to transformative consumer research, including revelatory, incendiary, policy, participatory and coalition research. Contribution/value-add: This study’s primary contribution stems from suggesting a rather novel additional approach to enhance the relevance of consumer research in South Africa, pointing out some established practices in the field of transformative consumer research and suggesting how they may augment consumer research in South Africa.

scholarly journals How can work be designed to be intrinsically rewarding? Qualitative insights from South African non-profit employees

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Michelle Renard ◽  
Robin J. Snelgar
Keyword(s):  
Performance Management ◽  
South African ◽  
Structured Interviews ◽  
Extrinsic Rewards ◽  
Intrinsic Rewards ◽  
Non Profit ◽  
Performance Management Systems ◽  
Managerial Implications ◽  
Value Add ◽  
Traditional Performance

Orientation: Intrinsic rewards are personal, psychological responses to the work thatemployees perform, which stem from the manner in which their work is designed.Research purpose: This study sought to discover in what ways non-profit employees arepsychologically rewarded by the nature of their work tasks. The use of a qualitative approachto data collection and analysis ensured that in-depth responses from participants were gained.Motivation for the study: Intrinsic rewards are of particular importance to non-profitemployees, who tend to earn below-market salaries. This implies that their motivationoriginates predominantly from intrinsic as opposed to extrinsic rewards; yet, research into thisarea of rewards is lacking.Research approach, design and method: In-depth, semi-structured interviews were conductedusing a sample of 15 extrinsically rewarded non-profit employees working within South Africa.Thematic analysis was utilised in order to generate codes which led to the formation of fiveintrinsic rewards categories.Main findings: Intrinsic rewards were classified into five categories, namely (1) MeaningfulWork, (2) Flexible Work, (3) Challenging Work, (4) Varied Work and (5) Enjoyable Work.These rewards each comprise of various subcategories, which provide insight into why suchwork is rewarding to non-profit employees.Practical/managerial implications: Traditional performance management systems shouldbe re-evaluated in the non-profit sector to shift focus towards intrinsic rewards, asopposed to focusing only on the use of extrinsic rewards such as incentives to motivateemployees.Contribution/value-add: The study provides a qualitative understanding of how extrinsicallyrewarded non-profit employees perceive their work to be intrinsically rewarding, whichbridges the empirical gap pertaining to intrinsic rewards within this sector.

scholarly journals Establishing a job-crafting and intrapreneurial link: Towards new approaches to innovative work

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Nelesh Dhanpat ◽  
Chris Schachtebeck
Keyword(s):  
Model Building ◽  
Job Crafting ◽  
Research Approach ◽  
Body Of Knowledge ◽  
Managerial Implications ◽  
Innovative Work ◽  
Conceptual Paper ◽  
Value Add ◽  
The Individual ◽  
Deductive Research

Orientation: This research study focuses on establishing a link between job crafting and landmark studies on intrapreneurship.Research purpose: The purpose of this study was to provide a theoretical overview of intrapreneurship, intrapreneurial orientation and job crafting, and to explore theoretical linkages between these areas of enquiry.Motivation for the study: There is currently a dearth of research studies that explore the link between job crafting and intrapreneurial behaviours in existing organisations in the form of intrapreneurial orientation.Research design, approach and method: The study is presented as a conceptual paper in the form of a qualitative, theoretical study, employing a model-building approach. A deductive research approach is followed, and a narrative review methodology is employed.Main findings: The findings of this study from a literature search acknowledge the contributions of job crafting and intrapreneurial research within the management sciences, and we remain cognisant of the organisational implications of each, which have, to date, focused on the organisation, rather than the individual. With this in mind, we suggest that job crafting and intrapreneurial behaviours are empirically researched to validate the recommendations made.Practical/managerial implications: This study will help to establish the type of job-crafting interventions and job-crafting strategies needed to promote intrapreneurial behaviours in practice.Contribution/value-add: This study provides noteworthy insights, which include the suggestion that employees with a forward-looking disposition will engage in job crafting, with a focus on intrapreneurial behaviour. Furthermore, the study fills a void left in the current body of knowledge.

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