Browsing by Author "Ngwane, Knowledge Siyabonga."

Now showing 1 - 2 of 2

The effects of affirmative action on the motivation of employees at Durban University of Technology.
(2010) Ngwane, Knowledge Siyabonga.; Bux, Jenny.; Geach, Walter Dayson.
Higher Education Institutions face an ongoing challenge to respond to many challenges that arise from their environment. Universities are affected by internal as well as external forces. They have to comply with the legislation of the country for example the South African Employment Equity Act No. 55 of 1998 and affirmative action, at the same time they need to retain motivated employees. In response to these challenges, Universities need to implement the laws of the government in order to be responsive, effective and efficient. This study has drawn heavily on secondary data, which has been treated in the chapter of literature review. Concepts and theories covering affirmative action and motivation have been considered. Information has been obtained from various books and respondents. Concepts such as affirmative action, employment equity, preferential treatment, designated group, non-designated group, motivation, recruitment, selection, communication, promotion, compensation, disciplinary procedure have been used in this study. The data for this study was collected by means of survey questionnaire. The survey questionnaire provided data on effects of affirmative action on the motivation of employees. Survey questionnaires were pilot tested among a sample of 10 employees composed of both academic and non-academic staff. This was followed by distributing one hundred questionnaires to the employees, who were willing to participate in this study as respondents. The data collected was subjected to statistical processes to ensure reliability and validity. The research findings of this study revealed the employees thoughts about the implementation of affirmative action and the motivation of employees at Durban University of Technology. The collected data also revealed that many employees were demotivated as they don’t see affirmative action being implemented effectively. Although the study highlighted the impact of affirmative action on the motivation of employees at Durban University of Technology, this study was limited by its sample size. Recommendations have been made for greater commitment of the top management team towards any change process.
Workplace harassment and its impact on staff performance: a case study of a South African Higher Education Institution.
(2013) Ngwane, Knowledge Siyabonga.; Dassah, Maurice Oscar.
Higher education institutions (HEIs) face many challenges that arise both from the external environment and from their internal structures. They have to comply with the Constitution of South Africa and employment legislation. This case study of a South African higher education institution addressed the very sensitive issue of workplace harassment and its impact on staff performance. The central objective of this research was to explore the nature and extent of harassment and its impact on performance of staff at a selected HEI. The literature review drew heavily on secondary data. Empirical data was collected by means of a questionnaire. The total population of the selected HEI permanent staff (both academic and academic support) was 1 319 in 2012. All were potential participants, and a sample of 200 respondents was purposefully selected for the study that included management, academic and nonacademic staff. To ensure the sample was fairly representative of the HEI staff demographics and for an eventual that the respondents’ views broadly reflect those of the academic and non-academic staff, and management, a stratified random sampling method was used for this study. The study findings supported the conclusion that workplace harassment has impact on staff performance in a South African higher education institution. A systemic approach was outlined to address workplace harassment. The study also highlighted several factors as important determinants of workplace harassment and its impact on staff performance at the selected HEI. It is hoped that findings and recommendations of this research will assist in establishing procedures to be used in dealing with workplace harassment; organising a range of professional assistance which will help other organisations; and developing a workplace harassment policy for the HEI. All in all, by paying attention to the stated recommendations and implementing them, all stakeholders at the selected HEI will ensure that workplace harassment and its impact on staff performance will be handled accordingly. It is anticipated that this study will provide useful strategies for South African organisations on how to protect their employees from workplace harassment.