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Item The future of performance management at the City of Tshwane Metropolitan Municipality.(Tshwane University of Technology, 2024-07-08)Performance management is a systematic and integrated strategy to achieve effective results in organisations by increasing organisational and individual performance and developing skills. An effective performance management system is vital for enhancing engagement and efficiency, both of which are necessary for an organisation's growth and success. The world is experiencing the Fourth Industrial Revolution (4IR) and everything in it is technological. This study believes that human resources management (HRM) could serve as a future driver of long-term Industry 4.0 development. It proposes a performance management model that might provide a conceptual framework for the integration of human resource functions with the achievement of organisational goals. The purpose of this research study was to explore the future of performance management at the City of Tshwane Metropolitan Municipality (CoTMM). The primary objective of this research was to explore the future of performance management at the City of Tshwane Metropolitan Municipality. The study employed a qualitative research approach, with the target population being the CoTMM employees working with individual and organisational performance management. Prior to data collection, a pilot study was conducted with one participant who matched the selection criteria. The researcher purposely selected nine participants and interviewed them using Microsoft Teams to collect data. The data from the nine (9) interviewees were analysed using a thematic analysis method. The researcher employed ATLAS.ti version 22 software to analyse the data provided by the selected participants. The data were organised, coded and sorted and themes and sub-themes were developed and improved to reflect the participants' experiences, perceptions and attitudes, including their opinions about the future of performance management at the CoTMM. The overall research findings suggest that management rethink the existing performance management approaches to make them more sustainable. The findings further encourage management to review and consider employee concerns and try to address them as a team.Item The perceived effectiveness of grievance resolution practices at Eskom.(Tshwane University of Technology, 2023-10-20)The objective of this research was to examine and evaluate the perceived effectiveness of Eskom's procedures for resolving grievances. The research aimed to determine how dissatisfied employees perceived the effectiveness of Eskom's grievance resolution procedures, as it was crucial to establish whether effectively addressing complaints by management could prevent disputes from occurring. Additionally, the secondary objective was to explore the statistical significance of differences in perceptions of effectiveness among sample groups based on age, gender, and union affiliation. The research design entailed a quantitative survey. Following a thorough examination of the literature, a questionnaire survey was undertaken, and the results were statistically analysed. All employees who had been involved in any form of formal grievance resolution proceedings at Eskom in the previous two years were requested to complete the questionnaire. The researcher anticipated that at least 100 employees would respond to the request for survey participation. Questionnaires were completed anonymously using Survey Monkey. A purposive convenient sampling method was applied. Specific recommendations for improving grievance resolution practices at Eskom were made after having conducted the research. The researcher established that there was adequate and effective union representation. This study's objective was to pinpoint the elements that contributed to Eskom employees' belief that specific grievance management methods were unsuccessful at addressing their complaints.Item Employee wellbeing, staff morale, occupational stress and engagement in the public nursing sector of South Africa.(Tshwane University of Technology, 2024-02-20)Nurses in the public sector are perceived to be under continued occupational stress due to increased pressure at the workplace, which results in a lack of employee wellbeing, low staff morale, and less employee engagement. This study aims to explore the relationship between employee wellbeing, staff morale, occupational stress, and employee engagement among nurses in the public sector of South Africa. A quantitative research method, within a positivism paradigm, was used in the study, following a survey design. The population consisted of nursing staff in the public sector of South Africa. Through non-probability convenience sampling a sample of 461 nursing staff was drawn. Respondents completed a self-administered questionnaire that included employee wellbeing, staff morale, occupational stress and employee engagement. The questionnaire demonstrated good reliability (Cronbach alpha’s above 0.8) for all the subscales. Data analysis and interpretation were based on descriptive and inferential statistics. Factor analysis, Pearson’s correlation coefficient, Analyses of variance, and Multiple Regression were deployed as inferential analytical tools. The findings revealed a positive relationship among employee wellbeing, staff morale, occupational stress, and employee engagement. Employee engagement is a mediator in the relationship between employee wellbeing and staff morale and staff morale is a significant contributor to employee engagement. This study's results helped to understand the relationship between employee wellbeing, staff morale, occupational stress and employee engagement and urge the public nursing sector of South Africa to implement appropriate strategies to manage these constructs. The public nursing sector should address the current workload of nurses and implement support systems for nurses, for example training and counselling, to deal with death and trauma. To ensure an adequate future supply of professional nurses, the public health sector has to address the staff morale of the lowest nursing rank, assistant nurses, through continuous development programmes and establishing a supportive positive work environment.Item Assessment of workplace violence and its effects on employee performance in the Department of Military veterans.(Tshwane University of Technology, 2025-02-01)Violence against Department of Military Veterans’ employees has become a widespread phenomenon that significantly impacts the employees’ performance. Workplace violence has garnered significant interest from South African researchers, sociologists, and human resource professionals. Thus, it is imperative that government departments acknowledge this violent epidemic and work to end such actions. As a result, the research investigates the types of workplace violence at the DMV. As most of the research to date has been qualitative, this study aimed to investigate participant experiences using a quantitative, descriptive research design and approach. Also, as part of the study, a convenience sample was employed to gather information via self-report questionnaires. The literature review was conducted better to define workplace violence and employee performance and its dimensions. This empirical study, therefore, explored the relationship between workplace violence and employee performance. A further intention of the study was to determine the significant differences in demographic groups between workplace violence and employee performance. Additionally, the study aimed to offer recommendations for improvement to ensure a favourable workplace setting that improves employee well-being and performance to abate workplace violence. The research findings found that employees encounter a variety of forms or types of violence. The impact of workplace violence within the department was attested to by the employees who had either witnessed or experienced it in the previous 12 months. The results show that 73.60% of the participants have either been intimidated or seen intimidation occur. Specifically, 73.08% of respondents experienced bullying and victimisation 63.16% of the time, and 58.27% of the participants reported having encountered verbal abuse at work. The best interventions to eradicate workplace violence for all department employees were identified. These interventions will hopefully decrease the tolerance for such inappropriate behaviour. By providing staff training, employees will be safer and happier in their work, providing better service to the public and, thus, increasing performance.Item Challenges of retaining male administrators at the City of Tshwane Municipality(Tshwane University of Technology, 2024-11-12)Previous studies on employee retention have largely focused on general workplace challenges, including job satisfaction, organisational culture and career progression. However, limited attention has been given to the unique retention challenges faced by male administrative employees in administrative roles which are perceived as female dominated. The underrepresentation of male administrators and the stereotypes they encounter can create an environment where their professional needs are not fully addressed. The study attempts to fill this gap by examining the challenges of retaining male administrators in the City of Tshwane Municipality. The study employed a quantitative research design to systematically examine the challenges of retaining male administrative employees at the City of Tshwane Municipality. A Google Form questionnaire was designed and shared to capture relevant data from male administrative employees in the municipality. The questionnaire consisted of closed-ended questions. The collected data were analysed using a mix of inferential statistical techniques and descriptive methods. The study findings highlight that supportive workplace dynamics, effective leadership and clear career development pathways are essential for fostering job satisfaction and retention among male administrative employees at the municipality. The negative dynamics, such as stereotypes and limited support create feelings of isolation, especially in an environment where male contributions may be undervalued. Additionally, the lack of leadership recognition, constrained career opportunities and communication gaps impact male employees' morale and engagement. Strengthening these areas can help address the barriers that male employees face, enhancing their sense of belonging and motivation in the organisation. Moreover, this study emphasises the need for training awareness and an inclusive organisational culture. This culture should value diversity, challenge gender stereotypes and provide equitable opportunities for all employees. Male administrative employees benefit from accessible training and development resources, which empower them to overcome stereotypes held by colleagues and society regarding their roles in administrative positions. These resources also enable them to advance their careers with confidence. The study concludes that by fostering an inclusive, respectful and supportive environment, the municipality can enhance retention rates among male administrative employees, ultimately building a more unified and effective workforce.
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