Browsing by Author "Kubheka, Zamanguni Fortunate."

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Employee retention strategies at Department of Health - uMkhanyakude District.
(2013) Kubheka, Zamanguni Fortunate.; Msomi, Steven Sipho.
All private and public sector organisations are faced with a major challenge of attracting and retaining skilled employees for long, as this is paramount to their success. The public health organisations have been affected the most, especially the ones in rural areas. Excessive and untimely resignations lead to increased recruitment and training costs, provision of poor health care services to the deprived communities and disruption in implementation of key programmes. One of Department of Health’s strategic objectives is to improve Human Resource Management Systems. The study was conducted to identify motivating factors, problems causing resignation and reviewing success of current retention strategies and identifying effective ones that can be adopted. Three out of five hospitals in Department of Health - uMkhanyakude district were selected. The study was undertaken using quantitative approach. A probability sampling using stratified method wherein only health care and allied professionals occupying senior, middle, operational and specialist positions were sampled. Ninety nine participants completed the questionnaire. Collected data was analysed using descriptive and inferential statistics. Constant availability of jobs within the healthcare sector prompts constant job search, with positions in urban areas being the most preferred. This increases employee mobility and leave vacant positions unfilled for longer period. Expecting remaining employees do more than own capabilities in an attempt to fill gaps and not to disrupt service delivery proved to be a problem. Not recognising and rewarding exceptional performance under such conditions is very demotivating. The findings supported literature as job satisfaction proved to be the significant motivating factor. Various other factors like job characteristics, work environment, management style and benefits of the job lead to job satisfaction. Empowering and involving employees in decision making and making growth opportunities available motivate employees as majority attested to this. Paying competitive salary package is an effective strategy but is not enough to retain employees as the majority confirmed that satisfaction with job characteristics is important. Resignations have the ability to push remaining employees to resign but this can be prevented by consideration of internal employees first when filling vacant positions. There is no successful retention strategy but focus should be on training and development, succession planning, empowerment and mentorship and support from management. A number of recommendations made included robust recruitment and talent management, recognition of exceptional performance, provision of non-monetary rewards to increase motivation and work-life balance as effective strategies.
Implementation of health management systems in Department of Health primary health care facilities in uMkhanyakude District, KwaZulu-Natal.
(2022) Kubheka, Zamanguni Fortunate.; Moshabela, Matlagolo Mosa.; McArthur, Brian Walter.
South Africa, as in many other countries, has had challenges attaining health outcomes, and has attributed this to weak health systems. Management strengthening has been prioritised as a critical entry point and core element towards strengthening the health system. Poor management of primary health care facilities has been identified as a major challenge to improving quality of health services. The study aimed to examine the role played by Operational Managers (OMs) on the implementation of health management systems at primary health care facilities in the uMkhanyakude Health District in the Province of KwaZulu-Natal. The World Health Organisation’s conceptual frameworks for health systems performance systems, General Systems theory and Contingency theory were used as lenses to support the study. This study was exploratory in nature, and conducted through qualitative research methodology wherein OMs and primary health care Supervisors/Managers as the line managers of OMs in 56 primary health care facilities in the KZN DoH, uMkhanyakude Health District were purposively selected and interviewed through semi-structured in-depth interviews. The findings included that most management decisions, including planning, budget planning, workforce planning, supply chain and financial management, are centralised and controlled at the sub-district level, hence OMs play an insignificant role. OMs are not involved in planning, budgeting, and management of expenditure, management of supply chain or maintenance. The inadequate support and mentorship, lack of management training, ineffective centralised management systems, shortage of staff and too many programmes make it impossible for OMs to successfully implement their management functions, leading to a weak health system. It is recommended that the inputs and suggestions of OMs must be sought or they must be partially involved in critical decision-making as they are responsible for management of operations at this level. A systemic thinking approach when formulating management strengthening interventions will ensure that the focus is on resolving challenges across all management components and will strengthen the entire health system.
An investigation into service quality within the Unemployment Insurance Fund at KwaZulu-Natal Department of Labour.
(2019) Dladla, Shaka Thabani Collin.; Kubheka, Zamanguni Fortunate.
The way clients compare between expectations from a service with the experiences of what is actually delivered by the service provider is important in improving service quality delivery. The study investigated into service quality within the Unemployment Insurance Fund Division at the Department of Labour at KwaZulu-Natal Provincial offices. The service quality model was used to guide the study. An exploratory research design, quantitative research methodology and cluster sampling was used to select 504 community members. Reliability and validity were upheld to ensure that the findings are credible. Data was analysed using SPSS version 24.1. The findings show a significant gap between clients' expectations and experiences: reliability (-3.0); assurance (-2.88); tangibility (-2.00), empathy (-2.88) and responsiveness (-3.17). The findings help to understand and deal with the gap between clients’ expectations and experiences of service quality at the Unemployment Insurance Fund Division at the Department of Labour at KwaZulu-Natal Provincial offices. The management team at the Unemployment Insurance Fund Division at the Department of Labour at KwaZulu-Natal Provincial Offices should pay special attention on the dimension of reliability, assurance, tangibles, empathy and responsiveness as they influence service quality. The findings in this study may help the Unemployment Insurance Fund Division at the Department of Labour at KwaZulu-Natal Provincial offices to understand and enhance the effectiveness of service quality efforts.
The invisible glass ceiling : a comparative study of women in management positions in private and public sector in KwaZulu-Natal, South Africa.
(2019) Khwela, Buhle Charlotte.; Derera, Evelyn.; Kubheka, Zamanguni Fortunate.
The participation of women in the workplace has increased immensely around the world, and this is also evident in South Africa. Women are no longer employed as unskilled or semi-skilled labor. Women’s access to education and training, as well as legislation enforced by governments, has afforded women opportunities to penetrate occupations that were previously male-dominated. Women continue to enter into all the functional areas of organizations, even as line managers. Whilst female representation in lower and middle management is on the increase, there is still a yawning gap between the percentages of men and women in both public and private sectors in senior management. This under-representation of women in senior management has been attributed to what is termed the ‘glass ceiling’. This study explores the existence of the ‘glass ceiling’, and compares its existence in the public and the private sectors in Durban and Pietermaritzburg, South Africa. The study adopts an exploratory approach and is qualitative. In-depth interviews were conducted with twenty-four (24) women managers who are employed in the public and private sector in lower, medium and senior management positions. The study revealed that a glass ceiling exists in the public and private sector, however, it is more evident in the private sector. Organizational culture emerges as the main barrier that hinders women’s progress in the private sector, while in the public sector, historical patriarchy is the main reason why women are clustered in middle management. The study found that while ‘old boy’s networks’ exist strongly in the private sector, women working in the public sector are successfully reaping the rewards of their education. In addition, the study revealed that some women are not confident that they are cut out for the boardroom, and others do not aspire to progress to top management. Further, women applaud the government for legislation to redress the marginalization of women and have benefited from such, but they are unanimous about the need for more women in top management positions. It is recommended that similar research be carried out in all the provinces of South Africa since a literature gap exists. These studies could assist in creating more awareness about the existence of the ‘glass ceiling’.
The role of knowledge sharing in raising service delivery awareness: a case of Mayville, Durban.
(2023) Mabunda, Tebogo Darlynn.; Williamson, Mervywn Kenneth.; Kubheka, Zamanguni Fortunate.
It has been determined that knowledge sharing is the fundamental method for managing knowledge. The goal of this research was to investigate the role of knowledge sharing behaviour in the Mayville Community. Evidence suggests that knowledge sharing from government departments to the communities has been limited over the years in Ward 29 of the Mayville Community, which was used as a reference point for this study. Four objectives were formulated and achieved in this study. The objectives were: to determine the motivational factors influencing knowledge sharing, establish the relationship between indigenous knowledge and knowledge sharing behaviour, examine the association between knowledge shared through information and communication technology (ICT), and awareness about service delivery. Additionally, this research contributed to the body of knowledge on information sharing between Government agencies and the communities they serve. In this study, both qualitative and quantitative methodologies were employed as this study utilised mixed research methods. For data collection, a simultaneous mixed method approach was adopted. The numerical data were gathered through structured surveys, while the qualitative data was gathered using an interview schedule that was semi-structured. The population surveyed consisted of 1 councillor, 20 community liaisons and 316 community members from Ward 29 of the Mayville Community. The Statistical Package for the Social Science (SPSS) version 26 software program was used to establish the results for the quantitative analysis, which was conducted separately from the qualitative data analysis. In order to analyse nonnumeric qualitative data, the NVivo software was used. The research findings exposed that techniques used to share knowledge in the community influence knowledge sharing behaviour and awareness on service delivery. Recommendations were provided at the study's conclusion which were established from the study’s results and findings. These findings included the necessity for enhancements in ICT usage as well as other information-sharing systems in the contemporary world, the creation of knowledge repositories for ensuring access to organizational memory, and the establishment of knowledge-sharing methods.