Thami Nompula MBA Dissertation March 2007 - Rhodes eResearch ...

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4.2.5 Opportunities for development and career progression .........................................76 4.2.6 Freedom to plan and execute work independently.................................................77 4.3 Research results on the indicators of retention.................................................................... 78 4.3.1 Job enrichment .......................................................................................................79 4.3.2 Sense of achievement .............................................................................................79 4.3.3 Control over work assignments..............................................................................81 4.3.4 Adequate remuneration, benefits and reward package...........................................82 4.3.5 Challenging work ...................................................................................................83 4.4 Results of variables that are of low importance to respondents.......................................... 84 4.4.1 Opportunity to work in foreign country .................................................................84 4.4.2 Experimentation with a number of career options .................................................85 4.4.3 Exchange programmes with other regulators.........................................................86 4.4.4 Socially-supportive environment ...........................................................................87 4.4.5 Partnerships with training institutions....................................................................88 4.4.6 Public exposure of employees................................................................................89 4.5 Results of Chi Square Tests ................................................................................................ 90 4.5.1 Sense of achievement and number of years’ experience before joining NERSA..91 4.5.2 Opportunity to achieve personal and professional goals and employee grade or band ........................................................................................................................91 4.5.3 Opportunity for development and career progression and number of years’ experience before joining NERSA.........................................................................92 4.5.4 Opportunities for development and career progression and number of previous employers ...............................................................................................................93 4.5.5 Freedom to plan and execute work independently and number of years experience before joining NERSA ...........................................................................................94 4.5.6 Freedom to plan and execute work independently and divisions at NERSA.........95 4.6 Conclusion........................................................................................................................... 96 x
CHAPTER 5: CONCLUSION AND RECOMMENDATIONS ...................................................98 5.1 Introduction ......................................................................................................................... 98 5.2 Summary of the main findings ............................................................................................ 98 5.3 Recommendations to Management and the Human Resources Department ...................... 99 5.3.1 Retaining knowledge in the organisation ..................................................................100 5.3.2 Coaching and mentoring for rising stars ...................................................................100 5.3.3 Focus on the individual and groups of employees ....................................................101 5.3.4 Learning about what employees want for themselves and the organisation.............101 5.3.5 Adequate and competitive remuneration package ....................................................102 5.4 Review of the limitations of the study and recommendations for future research............. 102 5.4.1 Factors Analysis: factors that influence labour turnover and retention ....................103 5.4.2 Understanding low importance scores in well-established retention factors ............103 5.4.3 Conducting longitudinal studies................................................................................103 5.4.4 Comparative studies among regulatory agencies in South Africa .......................104 5.4.5 Understand the expectations of management against those of knowledge workers ..............................................................................................................................104 5.5 Conclusion.......................................................................................................................... 104 REFERENCE LIST......................................................................................................................106 APPENDIX A: THE QUESTIONNAIRE ...................................................................................117 APPENDIX B: SOURCES OF RETENTION VARIABLES IN THE QUESTIONNAIRE ......121 APPENDIX C: LIST OF TABLES WITH RESULTS OF THE MAIN QUESTIONNAIRE ....124 xi
Page 1 and 2: AN EXPLORATORY INVESTIGATION OF THE
Page 3 and 4: Declaration I, Thami Ignatius Nompu
Page 5 and 6: Acknowledgements A number of people
Page 7 and 8: 2.2.4 Definition of knowledge work
Page 9: 3.6.2 Factors that influenced the c
Page 13 and 14: Table 4.21 Sense of achievement ana
Page 15 and 16: LIST OF APPENDICES Appendix A: The
Page 17 and 18: 1.1 Introduction CHAPTER 1: INTRODU
Page 19 and 20: 1.3 The National Energy Regulator T
Page 21 and 22: 1.5 The Importance of Knowledge Wor
Page 23 and 24: continuous success. South Africa, a
Page 25 and 26: 1.6.2 Cost of turnover and opportun
Page 27 and 28: 1.6.5 Staff Turnover at the Nationa
Page 29 and 30: 2.1 Introduction CHAPTER 2: LITERAT
Page 31 and 32: Knowledge-based organisations rely
Page 33 and 34: 2.2.5 Definition of a knowledge wor
Page 35 and 36: • Knowledge workers tend to work
Page 37 and 38: esent unnecessary supervision; they
Page 39 and 40: equipment, exist and are worth cult
Page 41 and 42: the organisation that cause or are
Page 43 and 44: Although knowledge workers may be a
Page 45 and 46: Guest’s (2001) findings. The Hay
Page 47 and 48: ecruiters. In the United States top
Page 49 and 50: sustainable objectives both for the
Page 51 and 52: 2.5 The Work Dimension According to
Page 53 and 54: environment is more conducive to hi
Page 55 and 56: improved productivity and a longer
Page 57 and 58: 2.7.1 Quality of leadership Quality
Page 59 and 60: leave an organisation because senio
Page 61 and 62:
2.8.3 Capacity Building In an attem
Page 63 and 64:
for staff working for regulatory in
Page 65 and 66:
3.1 Introduction CHAPTER 3: RESEARC
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inefficiencies of management may le
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2004). Furthermore, because the int
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According to Walonick (2004), one o
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contained section one of the questi
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Wisniewski (2002) describes reliabi
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Of the 34 respondents, there were m
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As indicated in Figure 3.4, of the
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3.8.7 Number of previous years work
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3.8.9 Divisional distribution This
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The Chi test was used to test furth
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generated and these are attached as
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to a leader who believes in their v
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Senge (1990) introduced the concept
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According to the literature once kn
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4.3.1 Job enrichment Seventy six pe
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4.3.3 Control over work assignments
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4.3.5 Challenging work For 70% of t
Page 101 and 102:
and RERA are continental initiative
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Table 4.17: Exchange programmes wit
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either work for two years for NERSA
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4.5.1 Sense of achievement and numb
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and Armstrong and Murlis’ (2004)
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Table 4.25 Freedom to plan and exec
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The next chapter explores in greate
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need to create a favourable environ
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5.3.3 Focus on the individual and g
Page 119 and 120:
5.4.1 Factors Analysis: factors tha
Page 121 and 122:
workers’ need for individualism a
Page 123 and 124:
Branham, L. (2005). Keeping the peo
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Dumas, J. and Redish, J. (1999). A
Page 127 and 128:
Kaye, B. and Jordan-Evans, S. (1999
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National Energy Regulator, (2006).
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Sturgess, J. and Guest, D. (2001).
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November 2006 Dear Colleague APPEND
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SECTION 2: FACTORS THAT INFLUENCE Y
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APPENDIX B: SOURCES OF RETENTION VA
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38 Opportunities for feedback, self
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Table 3: Opportunity to achieve per
Page 143 and 144:
Table 9: Information sharing 127 FR
Page 145 and 146:
Table 14: Scope to balance work and
Page 147 and 148:
Table 20: Scope to create desirable
Page 149 and 150:
Table 26: Job enrichment Table 27:
Page 151 and 152:
Table 31: Adequate remuneration, be
Page 153 and 154:
Table 37: Management that values in
Page 155:
Table 43: Reputation of the organis
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