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

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TABLE OF CONTENTS ABSTRACT.................................................................................................................................... ii Declaration ..................................................................................................................................... iii In Memoriam...................................................................................................................................iv Acknowledgements ..........................................................................................................................v LIST OF TABLES ........................................................................................................................ xii LIST OF FIGURES.......................................................................................................................xiv LIST OF APPENDICES ................................................................................................................xv LIST OF ACRONYMS.................................................................................................................xvi CHAPTER 1: INTRODUCTION ....................................................................................................1 1.1 Introduction ........................................................................................................................1 1.2 The Importance of Regulation in the Modern Economy....................................................2 1.3 The National Energy Regulator..........................................................................................3 1.4 Context: The Functions of NERSA....................................................................................3 1.5 The Importance of Knowledge Workers in Regulatory Institutions..................................5 1.6 Labour Turnover among Knowledge Workers in Regulatory Institutions ........................7 1.6.1 The costs of labour turnover in the organisation......................................................8 1.6.2 Cost of turnover and opportunity costs in regulatory institutions........................... 9 1.6.3 Mitigating strategies to overcome the causes and impact of staff turnover .............9 1.6.4 Local experience: staff turnover at the Competition Commission and ICASA.....10 1.6.5 Staff Turnover at the National Energy Regulator ..................................................11 1.7 The Research Problem ........................................................................................................ 12 1.8 Structure of the Report ........................................................................................................ 12 CHAPTER 2: LITERATURE REVIEW .......................................................................................13 2.1 Introduction ......................................................................................................................... 13 2.2 Intellectual Capital and the Knowledge Worker ................................................................. 13 2.2.1 The knowledge worker concept .............................................................................13 2.2.2 Emergence of intellectual capital and the knowledge worker................................14 2.2.3 Definition of Intellectual Capital............................................................................15 vi
2.2.4 Definition of knowledge work ...............................................................................16 2.2.5 Definition of a knowledge worker .........................................................................17 2.2.6 Characteristics of the Knowledge Worker .............................................................17 2.2.7 The importance of building intellectual capital in the modern organisation..........20 2.2.8 Managing knowledge workers successfully in order to retain them.....................20 2.2.9 Key aspects in retaining intellectual property: creating structural capital .............22 2.3 Labour Turnover ................................................................................................................. 23 2.3.1 General Overview ..................................................................................................23 2.3.2 Factors that cause labour turnover among knowledge workers .............................24 2.3.3 Push factors that cause labour turnover among knowledge workers .....................25 2.3.4 Pull factors that cause labour turnover among knowledge workers.......................30 2.3.5 Factors that cause labour turnover in South African knowledge-driven organisations...........................................................................................................31 2.4 Retention Strategies used to Attract, Develop and Retain Knowledge Workers................ 32 2.4.1 Development of the learning organisation .............................................................32 2.4.2 Application of the Precepts of the Learning Organisation by Regulatory Agencies ................................................................................................................................34 2.4.3 Matching organisational and individual needs.......................................................34 2.5 The Work Dimension.......................................................................................................... 35 2.5.1 Employees’ perception of work .............................................................................35 2.5.2 Sense of Achievement............................................................................................35 2.5.3 Challenging work ...................................................................................................36 2.5.4 Multidisciplinary teams..........................................................................................36 2.5.5 Balanced Workload ................................................................................................37 2.6 The Reward Dimension....................................................................................................... 37 2.6.1 Risk Sharing ...........................................................................................................38 vii
Page 1 and 2: AN EXPLORATORY INVESTIGATION OF THE
Page 3 and 4: Declaration I, Thami Ignatius Nompu
Page 5: Acknowledgements A number of people
Page 9 and 10: 3.6.2 Factors that influenced the c
Page 11 and 12: CHAPTER 5: CONCLUSION AND RECOMMEND
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
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2.7.1 Quality of leadership Quality
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leave an organisation because senio
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2.8.3 Capacity Building In an attem
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for staff working for regulatory in
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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
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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
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5.4.1 Factors Analysis: factors tha
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workers’ need for individualism a
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Branham, L. (2005). Keeping the peo
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Dumas, J. and Redish, J. (1999). A
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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
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Table 9: Information sharing 127 FR
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Table 14: Scope to balance work and
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Table 20: Scope to create desirable
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Table 26: Job enrichment Table 27:
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Table 31: Adequate remuneration, be
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Table 37: Management that values in
Page 155:
Table 43: Reputation of the organis
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