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

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2.6.2 Adequate Reward Systems.....................................................................................38 2.6.3 Premium pay for specialist skills ...........................................................................39 2.6.4 Recognition ............................................................................................................39 2.6.5 Performance improvement and feedback...............................................................40 2.7 The Leadership and Management Dimension....................................................................... 40 2.7.1 Quality of leadership ..............................................................................................41 2.7.2 Socially-supportive environment ...........................................................................41 2.7.3 Freedom and autonomy..........................................................................................42 2.7.4 Supportive management: appreciation of individual contributions .......................42 2.8 The Training and Development Dimension........................................................................ 43 2.8.1 Future Growth and Opportunity.............................................................................43 2.8.2 Partnerships with training institutions....................................................................44 2.8.3 Capacity Building...................................................................................................45 2.8.4 Exchange Programmes with other Regulators .......................................................45 2.8.5 Public exposure of employees................................................................................45 2.9 Values and Organisational Culture Dimension..................................................................... 46 2.9.1 Reputation of the organisation ...............................................................................46 2.9.2 Organisational culture and behaviour ....................................................................47 2.9.3 Communication ......................................................................................................47 2.10 Conclusion........................................................................................................................... 48 CHAPTER 3: RESEARCH METHODOLOGY............................................................................49 3.1 Introduction ......................................................................................................................... 49 3.2 Research question, aim and goals ....................................................................................... 49 3.3 Delimitations and limitations of the study .......................................................................... 50 3.4 Ethical considerations ......................................................................................................... 50 3.5 Research Paradigm.............................................................................................................. 51 3.6 Research Design.................................................................................................................. 51 3.6.1 Characteristics of the Survey Research Method ....................................................52 viii
3.6.2 Factors that influenced the choice of methodology ...............................................52 3.7 Data Gathering Methodology.............................................................................................. 54 3.7.1 The Pilot Survey.....................................................................................................55 3.7.2 The questionnaire ....................................................................................................56 3.7.3 Construction of the questionnaire ..........................................................................56 3.7.4 Assumptions made in the construction of the questionnaire..................................58 3.7.5 Content Validity and Reliability ............................................................................58 3.8 The population and sample selected for the study .............................................................. 59 3.8.1 Biographical information of respondents...............................................................60 3.8.2 Race........................................................................................................................60 3.8.3 Gender distribution.................................................................................................60 3.8.4 Age .........................................................................................................................61 3.8.5 Job Grade................................................................................................................62 3.8.5 Tenure at NERSA...................................................................................................63 3.8.6 Number of employers before joining NERSA .......................................................64 3.8.7 Number of previous years work experience before joining NERSA.....................65 3.8.8 Qualifications .........................................................................................................65 3.8.9 Divisional distribution............................................................................................67 3.9 Data Analysis ...................................................................................................................... 68 3.10 Conclusion........................................................................................................................... 69 CHAPTER 4: ANALYSIS AND DISCUSSION OF THE RESULTS .........................................70 4.1 Introduction ......................................................................................................................... 70 4.2 Research results on the indicators of labour turnover ......................................................... 71 4.2.1 Quality of leadership and relationship with manager.............................................72 4.2.2 Opportunity to achieve personal and professional goals........................................73 4.2.3 Opportunity to innovate and improve systems.......................................................74 4.2.4 Recognition for special contributions ....................................................................75 ix
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: 2.2.4 Definition of knowledge work
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
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
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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
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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
Page 143 and 144:
Table 9: Information sharing 127 FR
Page 145 and 146:
Table 14: Scope to balance work and
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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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