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

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LIST OF FIGURES Figure 3.1: Racial breakdown of respondents Figure 3.2: Gender distribution 61 Figure 3.3: Age distribution 62 Figure 3.4: Job Grades 63 xiv 60
LIST OF APPENDICES Appendix A: The Questionnaire 117 Appendix B: Sources of labour turnover and retention in the questionnaire 121 Appendix C: List of Tables of Results from the Main Questionnaire 124 xv
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 and 10: 3.6.2 Factors that influenced the c
Page 11 and 12: CHAPTER 5: CONCLUSION AND RECOMMEND
Page 13: Table 4.21 Sense of achievement ana
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
Page 67 and 68:
inefficiencies of management may le
Page 69 and 70:
2004). Furthermore, because the int
Page 71 and 72:
According to Walonick (2004), one o
Page 73 and 74:
contained section one of the questi
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Wisniewski (2002) describes reliabi
Page 77 and 78:
Of the 34 respondents, there were m
Page 79 and 80:
As indicated in Figure 3.4, of the
Page 81 and 82:
3.8.7 Number of previous years work
Page 83 and 84:
3.8.9 Divisional distribution This
Page 85 and 86:
The Chi test was used to test furth
Page 87 and 88:
generated and these are attached as
Page 89 and 90:
to a leader who believes in their v
Page 91 and 92:
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
Page 97 and 98:
4.3.3 Control over work assignments
Page 99 and 100:
4.3.5 Challenging work For 70% of t
Page 101 and 102:
and RERA are continental initiative
Page 103 and 104:
Table 4.17: Exchange programmes wit
Page 105 and 106:
either work for two years for NERSA
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4.5.1 Sense of achievement and numb
Page 109 and 110:
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
Page 115 and 116:
need to create a favourable environ
Page 117 and 118:
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
Page 125 and 126:
Dumas, J. and Redish, J. (1999). A
Page 127 and 128:
Kaye, B. and Jordan-Evans, S. (1999
Page 129 and 130:
National Energy Regulator, (2006).
Page 131 and 132:
Sturgess, J. and Guest, D. (2001).
Page 133 and 134:
November 2006 Dear Colleague APPEND
Page 135 and 136:
SECTION 2: FACTORS THAT INFLUENCE Y
Page 137 and 138:
APPENDIX B: SOURCES OF RETENTION VA
Page 139 and 140:
38 Opportunities for feedback, self
Page 141 and 142:
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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