scholarly journals An explorative study on factors influencing the career success of management employees

2014 ◽  
Vol 40 (2) ◽  
Author(s):  
Eileen Koekemoer
Keyword(s):  
South African ◽  
Career Success ◽  
Business Environment ◽  
Influential Factors ◽  
Structured Interviews ◽  
Contributing Factors ◽  
Retention Strategies ◽  
Qualitative Research Design ◽  
Managerial Implications ◽  
Value Add

Orientation: South African organisations are increasingly recognising the importance of attracting, developing and retaining top talent, especially management employees.Research purpose: In an attempt to help organisations with retaining talent, this study focused on career success and identified specific factors that influence the career success of managers in the South African work environment.Motivation for the study: Organisations need to establish favourable organisational conditions and human resource practices to retain their management employees. By identifying influential factors for the career success of managers, this research may help organisations to focus more accurately on their retention strategies for management employees.Research approach, design and method: The present study used a qualitative research design that followed an exploratory approach. A non-probability purposive sample of 24 senior management employees was selected from two financial institutions in South Africa. Qualitative data was collected by means of semi-structured interviews and the verbatim transcriptions were analysed by content analysis.Main findings: Managers identified various factors that impact on their career success. One can distinguish ‘external’ factors (e.g. political and economic climate and business environment) from ‘internal’ factors (e.g. individuals’ personal attributes, skills and education).Practical/managerial implications: Individuals should focus on the internal contributing factors, whilst organisations should manage the external contributing factors more effectively.Contribution/value-add: Specific South African factors that influence the career success of managers should be included in future retention strategies. From the findings it is suggested that both the individuals and organisations can implement strategies to ensure career success and thereby help retain the top talent in organisations.

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 Time-use preference and adaptation in relational exchanges

2021 ◽  
Vol 19 ◽  
Author(s):  
Angela Glover ◽  
Charlene Lew
Keyword(s):  
Time Use ◽  
Dyadic Relationships ◽  
Structured Interviews ◽  
Team Members ◽  
Qualitative Research Design ◽  
Lmx Theory ◽  
Member Exchange ◽  
Managerial Implications ◽  
Negative Impacts ◽  
Value Add

Orientation: Similarity of leaders and members encourage positive relational exchanges. However, the role of different time-use preferences, and how leaders and members adapt to the preferences of others in relational exchanges have not yet been studied.Research Purpose: This research explores how time-use preference plays a role in the dyadic relationships between leaders and members within leader–member exchange (LMX) theory.Motivation for the study: We argue that differences between the time-use preferences of leaders and team members result in relational adaptations.Research approach/design and method: The qualitative research design employed semi-structured interviews with nine leaders and 11 employees in a major retail bank in South Africa and data were analysed through thematic analysis.Main findings: The research shows the nature of time-use preference in varying relational exchanges, discover how time-use preferences manifest and how leaders and members adapt to one another’s preferences.Contribution/value add: The study contributes to time-use preference literature by illustrating how polychronic and monochronic preferences may manifest in the workplace. Furthermore, we contribute to an understanding of the nature of relational exchanges in LMX theory by illustrating the influence of polychronicity on dyadic relationships and discuss how leaders and members adapt their preferences.Practical/managerial implications: We propose a framework of the dynamics of time-use preference-based relational entrainment and provide practical considerations to help mitigate the negative impacts that differing preferences can have.

scholarly journals Constructing racial hierarchies of skill – Experiencing affirmative action in a South African organisation: A qualitative review

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Shanya Reuben ◽  
Shaida Bobat
Keyword(s):  
South Africa ◽  
Affirmative Action ◽  
South African ◽  
Meaning Making ◽  
Social Constructionist ◽  
Structured Interviews ◽  
Body Of Knowledge ◽  
Managerial Implications ◽  
Value Add ◽  
Traditional Approaches

Orientation: Apartheid in South Africa constructed racial, economic, social and political segregation, the consequences of which are still experienced today. Government has made concerted efforts to ‘deracialise’ South Africa, most notably through affirmative action (AA) measures.Research purpose: This study aimed to explore employees’ social constructions of AA in a South African organisation.Motivation for the study: Research in this field focuses mostly on attitudinal perspectives of AA with an emphasis on traditional approaches. Subjective, contextualised approaches to AA have received little attention. Thus, this study aimed to critically engage with the embodied nature of prejudice, particularly in reference to how we understand and experience AA.Research approach, design and method: This study aimed to explore AA from a social constructionist orientation, using semi-structured interviews. More specifically, this study used Potter and Wetherell’s discursive psychology.Main findings: The findings illustrate how participants engage in discursive devices that continue to rationalise a racial order of competence. Ultimately, AA is a controversial subject that traverses many segments of life for all South Africans.Practical/managerial implications: The findings contribute to the discipline of industrial psychology, particularly with regard to policies around preferential treatment, and can add value to the ways in which organisational policy documents are conceptualised. The findings also suggest the importance of developing an inclusive, non-discriminatory organisational culture.Contribution/value-add: This approach adds to the existing body of knowledge around the embodied nature of prejudice. The study’s methodology highlights the value of studying context in meaning-making and implied inferences that underlie talk.

scholarly journals Validation of the Thomson, Perry and Miller (2007) Collaboration Instrument in the South African context

2017 ◽  
Vol 15 (0) ◽  
Author(s):  
Debbie Roberts ◽  
René Van Wyk ◽  
Nelesh Dhanpat
Keyword(s):  
South African ◽  
Convergent Validity ◽  
Measurement Instrument ◽  
The United States ◽  
Business Environment ◽  
Theoretical Concept ◽  
Business Practices ◽  
Use Of Resources ◽  
Managerial Implications ◽  
Value Add

Orientation: Collaboration is deemed important in today’s connected and complex business environment. People’s ability to collaborate with each other in organisations is becoming a business imperative. This study focuses on a valid measurement of collaboration within organisations.Research purpose: Thomson, Perry and Miller (2007) developed a collaboration measurement instrument in the United States. The aim of this study was to validate this instrument for a South African context.Motivation for the study: South African organisations face unique challenges that require optimal use of resources to improve business results. Effective collaboration is considered a powerful strategy to achieve this. Measuring the extent of collaboration can help to identify required changes in business practices. As far as could be established, there is no evidence of collaboration instruments developed and validated in South Africa.Research design, approach and method: Additional items were designed for further development of the Thomson, Perry and Miller (2007) Collaboration Instrument sub-scales, as suggested by the authors. The revised questionnaire consisting of 31 (17 existing, 14 new) items was distributed electronically to 4200 employees in two organisations, with 343 valid responses received. Reliability and construct validity were tested, as was convergent validity of the norms factor with the Trust in Teams Scale.Main findings: The results of the study support a four-factor, 29-item model of collaboration when applied to a South African sample. Cronbach’s alpha ranged between 0.85 and 0.95. Confirmatory Factor Analysis fits were at an acceptable level. Convergent validity showed a moderate fit with the data.Practical/managerial implications: South African managers and human resources practitioners can utilise results to foster a collaborative environment.Contribution/value-add: This study builds on the theoretical concept of collaboration as defined by Thomson, Perry and Miller (2007).

scholarly journals Operational Forces soldiers’ perceptions of attributes and skills for career success

2017 ◽  
Vol 43 (0) ◽  
Author(s):  
Ishreen Rawoot ◽  
Adelai Van Heerden ◽  
Laaiqah Parker
Keyword(s):  
South African ◽  
Career Success ◽  
Selection Process ◽  
Research Question ◽  
Working Environment ◽  
The South ◽  
Managerial Implications ◽  
Value Add ◽  
Additional Base ◽  
Recruitment And Selection

Orientation: A career within the South African Operational Forces is physically, mentally and emotionally challenging. It is a diverse working environment with its own organisational culture and unique challenges.Research purpose: The aim of the study was to explore the perceptions of Operational Forces soldiers regarding the unique requirements that facilitated their career success.Motivation for the study: A low percentage of candidates successfully complete the Operational Forces training. The financial implications of training candidates make it important to be able to identify candidates who have the potential to be successful, early on in the process.Research design, approach and method: Data were collected through a self-administered qualitative survey (n = 98). All participants were permanent Operational Forces soldiers with varying ranks and years of experience. The data were thematically analysed in order to identify themes and specific attributes and skills associated with a successful career in the Operational Forces.Main findings: A number of themes emerged from the data, each of which contributed to our understanding of the research question. The themes included self-concept, personality, interests, cognitive and physical factors.Practical and managerial implications: The research findings may help to inform decisions about approaches, practices and methodologies of the South African Operational Forces recruitment and selection process. Results also provide military organisations with the key characteristics to consider when identifying candidates with the highest potential for successful careers.Contribution and value-add: The study extends previous career success research by contributing an additional base of information regarding career success and factors that are perceived to influence it.

scholarly journals The establishment and early history of the South African Board for People Practices (SABPP), 1977–1991

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Huma Van Rensburg ◽  
Johan S. Basson ◽  
Nasima M.H. Carrim
Keyword(s):  
South Africa ◽  
South African ◽  
Historical Development ◽  
Field Research ◽  
The South ◽  
Structured Interviews ◽  
Hr Management ◽  
Managerial Implications ◽  
History Of ◽  
Value Add

Orientation: Human resource (HR) management is recognised as a profession worldwide, especially in countries that are forerunners in the field. Research purpose: The main purpose of this study is to record the historical development of HR management as a profession. This study will provide a platform for evaluating the professional standing of HR management in South Africa.Motivation for the study: The motivation for the study is to record the historical development of HR management in South Africa because this is long overdue.Research design, approach and method: The researchers achieved triangulation by examining archived documents they obtained from the South African Board for People Practices (SABPP) and semi-structured interviews with five founding members of the SABPP who were involved during the whole period of the study. The founding members also verified the researchers’ interpretations of the information they obtained from the documents and the interviews. The researchers used content analysis and coding to analyse the data they obtained from the archived documents and the semi-structured interviews.Main findings: The history of HR management in South Africa shows that it meets the four founding pillars of professionalism.Practical/managerial implications: The study also gives HR professionals confidence because HR management is achieving recognition as a profession.Contribution/value-add: The main contribution of the study is that it has recorded the history of HR management as a profession in South Africa properly for the first time.

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 Employee retention within the Information Technology Division of a South African Bank

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Joy Mohlala ◽  
Geoff A. Goldman ◽  
Xenia Goosen
Keyword(s):  
Information Technology ◽  
South African ◽  
Information Technology Professionals ◽  
Information Technology Industry ◽  
Structured Interviews ◽  
Retention Strategy ◽  
Technology Industry ◽  
Managerial Implications ◽  
Value Add ◽  
Skills Shortages

Orientation: The information technology industry is faced with a shrinking pool of skilled employees causing demand to increase for these employees. This places organisations under pressure to devise retention strategies to retain these employees. This study was conducted in the Information Technology Division of a South African Bank.Research purpose: To understand the challenges faced by the bank’s information technology leadership team to retain employees.Motivation for the study: To understand the challenges faced in attracting and retaining information technology professionals, and how this can serve as input for reducing skills shortages in Information Technology Divisions.Research design, approach and method: An interpretive approach employing a case study strategy and qualitative methods was employed. Semi structured interviews were conducted with thirteen senior managers and four directors of the bank’s Information Technology Division, who were selected on a purposive basis. Data were subjected to Creswell’s four stage data analysis process.Main findings: Findings indicate that employee turnover is the main contributor of skills shortages within the studied division. The lack of a retention strategy is making it difficult for leadership to identify crucial skills that must be retained.Practical/managerial implications: Evidence suggests that this bank, although they would like to retain information technology professionals, is not creating an environment conducive to do this, as little attention is paid to the unique demands of this group of employees.Contribution/value-add: This study investigates a specific group of employees for which a unique retention strategy does not exist. In understanding the challenges that impact on attracting and retaining information technology professionals, this study can contribute to the development of a retention strategy for these employees.

scholarly journals The transition to general management in South Africa

2017 ◽  
Vol 15 (0) ◽  
Author(s):  
Stephen J. Mallaby ◽  
Gavin Price ◽  
Karl Hofmeyr
Keyword(s):  
South Africa ◽  
South African ◽  
Personal Characteristics ◽  
Structured Interviews ◽  
General Manager ◽  
General Management ◽  
General Managers ◽  
Managerial Implications ◽  
Effective Development ◽  
The Right

Orientation: Understanding the nature and challenges of making the transition from a functional role to a general management role in South African organisations.Research purpose: The objective of this study was to gain insight into the obstacles that affect the transition from functional to general management and identify steps that may be taken to overcome these challenges.Motivation for the study: One of the most difficult crossroads for a manager is making the shift from being a functional specialist to becoming a general manager. New competencies and behaviours are required, as well as a more strategic mind set. If the transition is not made successfully, the manager and the organisation suffer.Research design, approach and method: A qualitative design was used consisting of in-depth, semi-structured interviews, with 19 senior business leaders who had successfully made the transition. The interviews were used to gather insights into the challenges they faced during their transitions, and how these were overcome.Main findings: To make the transition successfully, functional managers need to gain relevant experience to prepare them for the broader scope of a general management role. They need to develop appropriate skills, attitudes and personal characteristics. Mentoring is an effective development process. Newly appointed general managers need to learn to let go of control while maintaining ownership, build relationships and strike the right balance between strategic thinking and execution. There are unique aspects of being a general manager in South Africa, such as dealing with Black Economic Empowerment and challenges of race and identity, given the country’s history.Practical and managerial implications: Specific interventions are suggested which are directed at both aspiring general managers and organisations seeking to assist middle managers to make the transition to general managers.Contribution: This study contributes to knowledge concerning the skills and attributes required by potential general managers, and the practical steps to be taken by South African organisations to facilitate the development of general managers. 

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.

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