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Masters Degrees (Human Resource Management)

Permanent URI for this collectionhttps://hdl.handle.net/10413/19592

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Browsing Masters Degrees (Human Resource Management) by SDG "SDG8"

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    The entrepreneurial intention development of municipal training programmes: the case of eThekwini small, medium and micro enterprises.
    (2023) Mkize, Silindile Samkelokulungileyo.; Kunene, Lindiwe Nqobile.
    Small, medium, and micro enterprises (SMMEs) are contributors to economic development and growth. As such, an emphasis on developing them has been at the forefront of most economic policies across governments. The South African Government has established different institutions and training programmes, in all provinces and municipalities, aimed at nurturing and developing entrepreneurial intention, and supporting small businesses across the country. It is, therefore, crucial to constantly monitor and improve these programmes to ensure they deliver on their intention. Therefore, this study evaluated the entrepreneurial intention (EI) development achieved by the SMME training programmes in eThekwini Municipality. The researcher conducted the study using the Theory of Planned Behaviour as a guiding framework to determine whether the curricula design of municipal training programmes for SMMEs in eThekwini influenced EI. Using a mixed-method approach, quantitative data was collected from the SMMEs of eThekwini municipality who have undergone municipal entrepreneurship training programmes to ascertain if they achieved what was intended by the training programmes. Qualitative data was collected from the Small Business Support Unit (SBSU) in eThekwini municipality to study the curricula development and appropriateness of the programmes. Documents were systematically examined as secondary qualitative data. The findings indicate that SMME EI was well developed by the training programmes, but SMMEs lacked business- offering transformation. The SBSU’s role in developing EI is incomplete, as there is no monitoring and evaluation to assess EI development. It was discovered that the curricula design of the SMME training programmes had a positive impact on SMMEs’ attitude. However, the SBSU had no direct influence on the attitude of SMMEs. SBSU is not involved in the curricula design of SMME training programmes. It was further found that SMMEs perceived behavioral control (PBC) towards developing EI is good. SBSU work well in ensuring that SMMEs’ PBC develops through numerous strategies. The findings provide insight into the EI development capability of the programmes, and where they are lacking. The data assists in correcting and redesigning the programmes where it is required. The study plays a role in informing policy makers on policy decisions that relate to economic development and entrepreneurship in South Africa.
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    Work motivation and employee engagement at a state-owned enterprise in Richards Bay.
    (2024) Xulu, Lungile Sinethemba.; Maharaj, Ashika.
    The study aimed to explore the relationship between work motivation and employee engagement at a selected parastatal organisation in Richards Bay, South Africa. Employees are a company's greatest asset, and increasing their motivation and engagement is essential for corporate expansion. Organisations are confronted with several difficulties, including high absenteeism rates, low productivity, and high labour turnover rates which are related to low employee engagement and a lack of motivation at work. The following theories were used in the study, that is Herzberg's Two Factor Theory and Alderfer's ERG Theory, both of which recognize the components that are related to motivation. The researcher selected Kahn’s Need Satisfying approach, Job Demand Resource Model (2007)and Lawrence & Nohria's Four Drive Theory (2002) to unpack the factors of employee engagement. A quantitative research approach was adopted to collect primary data in the form of questionnaires. Standardized questionnaires namely the revised Utrecht Work Engagement Scale (UWES-9) were used to measure employee engagement and they were distributed electronically and manually. The Work Preference Inventory was employed to evaluate both intrinsic and extrinsic motivation. The Statistical Package for Social Science (SPSS) version 24 was used to analyze the data since it enabled data analysis and statistical test execution. The research population consisted of 329 junior employees from the parastatal the”Krejcie and morgan model” suggested that 180 participants was appropriate for the study. The researcher received 93 responses. The findings show that only 52% of the employees feel like they are bursting with energy as they are not motivated, while approximately 48% feel happy when they are working intensely. Only 41% indicated that they feel like going to work every day. The study found about 54% of the respondents enjoy trying to solve complex problems at their workplace, while about 56% enjoy tackling problems that are completely new to them. The Work Preference Inventory, which measures intrinsic and extrinsic motivation in individuals, is built to be reliable as it captures the key components of the intrinsic drive, which are self-determination, competence, and work participation. The study concluded that motivation was related to needs satisfaction and a product that comes from a cognitively conscious decision. Given the limitations of the research and operational nature of the parastatal setting, it proved difficult to get questionnaires promptly as the employees follow a shift schedule. The study recommended the need for organisations to involve employees in decision-making to address employee engagement and employee motivation. It further recommends the need to invest in the two constructs.