Perceptions, challenges and coping strategies of social work managers regarding their management functions

The goal of this study was to explore the perceptions, challenges and coping strategies of social work managers regarding their management functions. Management is vital for growth and survival of the social welfare sector and this can be realized if social work managers understand and are able to execute their management functions. This study utilized a qualitative research approach to unpack the perceptions and challenges of social work managers. Explorative, descriptive and contextual research designs were used to explore how social work managers cope in their settings. Data were collected from social work managers in the NGO sector and the Department of Social Development, through semistructured interviews. A sample was selected by using purposive sampling. Data were analyzed using Creswell’s (2007:150) analytical spiral model, and data was verified using Guba’s model in Creswell (2007:150). Relevant social research ethical issues were fully considered in this study. The study revealed that there were social work managers who had the basic understanding of what social work management entails, whilst there were also those who did not understand what is meant by the concept ‘social work management’. In this study it was found that social work managers perform key management functions and roles such as planning, organising, leading, controlling, supervision, fundraising and financial management, coordination of services and performance management. The study revealed common challenges which are faced by social work managers. These challenges include a shortage of human resources, physical resources shortage, a lack of knowledge on management and a lack of adequate funding.Social WorkM.A. (Social Work

Job satisfaction of community pharmacists in Port Elizabeth

Job satisfaction and motivation play an important role in job retention and increased productivity of pharmacists which in turn improves pharmaceutical care performance. Pharmacies in Port Elizabeth have an increased pharmacist shortage and many community or retail pharmacies must overcome challenges to retain pharmacists. The study was quantitative in nature. A descriptive and exploratory approach was used. The research objective was to conduct a questionnaire survey of pharmacists working in community pharmacies in Port Elizabeth to assess the levels of job satisfaction and report the findings with recommendations to management. A modified Job Descriptive Index questionnaire was used to determine the level of job satisfaction. The variables used to determine the level of satisfaction was job content, monetary remuneration, promotion, co-workers, and supervision. Retention strategies was used to determine effective strategies managers can use to retain pharmacists. Positive and negative aspects of community pharmacy was also determined. A total of 48 pharmacies were approached by the researcher, 27 questionnaires were distributed to eligible participants which met the inclusion criteria and 23 questionnaires was returned, thus giving a response rate of 85%. It was observed that job satisfaction was positive in areas of job experience or content, customer interaction, interpersonal relationship with co-workers and supervision. The areas of job dissatisfaction were monetary remuneration and promotional opportunities. The retention strategies which received the most effective score were competitive financial packages (87%) and personal development (86%). The means of the retention strategies were high and even closer to 5 which indicated the “most effective” score. The pharmacists were not satisfied with monetary remuneration, promotion, recognition and performance appraisal provided by the organisations. The pharmacists are feeling over burden towards the workload. Management in this regard should pay attention to findings

Experiences of women managers in male-dominated working environments

Published ThesisThe promotion and advancement of women in male-dominated environments is a topic and concept that has raised many questions, expectations, public interest, and hope. Even though much has been done to open or create platforms for women to enter and advance in male-dominated environments, there are concerns regarding effective implementation of promotion of women. This study focused on the experiences of women managers in male-dominated working environments in a district in South Africa. A feminist study using a qualitative methodology was conducted, and data was gathered through the use of one-on-one personal interviews with women managers who work in male-dominated environments. The women managers that participated in the study revealed that they are still experiencing social and organisational constraints in a country that recently celebrated 21 years of democracy. The findings of the study confirmed that gender inequalities still exist within male-dominated working environments, and this lends substance to the need for a more active and genuine commitment to gender equality and transformation

The effect of learning academy on the recruitment and retention within the Department of water and sanitation, South Africa.

Masters Degree. University of KwaZulu-Natal, Durban.Employee recruitment and retention are some of the major concerns for engineering companies because of the shortage of highly qualified staff to the public sector and other organisations in South Africa that are able to offer better rewards and benefits. The retention of talented employees is therefore a major issue for the organisation under investigation. The recruitment and retention of among a workforce of 300 employees was thus investigated. The purpose of the study was to investigate the effect of Learning Academy on the recruitment and retention of engineering personnel in the Department of Water and Sanitation (DWS) in South Africa. A quantitative cross-sectional study was thus conducted by means of the objective analysis of organisational data in arrangement with a structured questionnaire. Descriptive statistics was applied to analyse the data across the demographic groups, including age, level of employment (academic and professional). The results indicated that the organisations motivational factors influence employee retention. The findings also indicate that the motivational factors that are crucial in influencing employee retention are financial rewards, job characteristics, career development, recognition, management and work-life balance. The study was significant as it was aimed at assisting in decreasing employee turnover in the organisation through proper recruitment and motivational rewards. The research was of academic importance as it was evident from the literature review that the DWS and the Learning Academy (LA) are still faced with a challenge of curbing turnover and attracting the right kind of talent needed by the organisation. The findings of the study indicated that if the DWS follows and formulates appropriate retention strategies in a holistic manner to reduce turnover rates, they will be able to overcome major challenges facing them. This may require a commitment from employers, but it will be well worth the investment in the long term

Marketing and management framework to create sustainable healthcare sector non-profit organisations in South Africa

Thesis (DCom (Marketing))--Cape Peninsula University of Technology, 2019Poverty gaps and poor living conditions in developing countries have led to an increasing need for social support. Owing to this, there is a growing number of new players in the non-profit organisation (NPO) sector, which has given rise to intense competition for donor funding. More so, the global economic crisis of 2008 resulted in reduction and uncertainty in funding and philanthropic income. The environment in which NPOs operate is no longer favourable especially considering the intense competition for donations. Thus, sustainability has emerged to be a critical issue for these organisations, as they have to sustain a long-term, perpetual need with limited funding. In response to this, many scholars have concluded that adopting marketing strategies, and business-oriented methods and practices, can contribute and enable these organisations to achieve sustainability. Even though some NPOs have moved towards adopting these strategies, sustainability remains a challenge for them. The reason for this could be that NPOs are not utilising marketing and management strategies as widely as they should be. This prompted the following research question: To what extent do healthcare sector NPOs employ marketing and management strategies in their operations? In order to address this question, a combination of techniques was adopted which included literature review, in-depth interviews, focus groups discussion, and thematic and content analysis. Some say that the lack of adoption of marketing strategies and business-oriented methods is mainly due to a lack of understanding of the benefits of marketing and the perception that marketing is only for the for-profit sector. This incited the question of what should be the impact of including marketing strategies on growth and sustainability of healthcare sector NPOs in South Africa? In the literature review, evidence was presented that NPOs are of significant value to any economy they serve, they aid in addressing inequality gaps, and they provide services that cannot be provided by the state to disadvantaged communities and individuals. In light of the value-add NPOs bring, it is imperative for these organisations to operate for the long-term. This could be achieved through the adoption of marketing and business-like approaches as noted in previous studies, however, this is not the case as these organisations are faced with funding challenges and intense competition. This elevated the question: How should the challenges to the current NPOs marketing efforts be addressed? This study utilised the qualitative method. Qualitative methods were considered the most applicable for this study because they help the researcher to gain deeper insights into the research problem through interactions with the study participants. The study finds that the inability to adopt business-oriented methods in NPOs is owing to a lack of skills and expertise, lack of knowledge of how to approach marketing and the high dependence on donor funding. The respondents concur that the high dependence on donor funding has resulted in a lack of independence on how to utilise the funds. According to the literature, due to a high dependence on donor funding, the design of NPOs’ projects is usually framed to suit donor requirements and within the budget line items that are acceptable to the donor; essentially donors require their funds to be used only for charitable activities they are interested in. This raised a question: What should be the main funding streams for NPOs in the healthcare sector in South Africa? In response to the literature, research questions and the study findings, a framework was developed which could provide NPOs with the basic understanding of how to adapt marketing and management strategies for sustainability; where the process should start, what it should involve, what are the outcomes thereof and the benefits to NPOs. This then overall answers the question of how marketing and management strategies should be effectively deployed to achieve NPO sustainability

The relationship between transformational leadership style and employee performance in the Independent National Electoral Commission in Nigeria.

Masters Degree. University of KwaZulu-Natal, Durban.The study examined the relationship between transformational leadership style and employee performance in the Independent National Electoral Commission (INEC) in Nigeria. The objectives of the study are to: investigate the relationship between transformational leadership style and employee performance in the INEC; examine the extent to which transformational leadership style affects performance in the INEC; evaluate the effect of transformational leadership style on employee behaviour in the INEC; examine the impact of transformational leadership style on employee empowerment in the INEC; and determine how the transformational leadership style influences employee attitude in the INEC. The study adopted positivist paradigm which will allow the researcher to explain the relationships between variables. A descriptive study was conducted to discover facts and describe the research phenomenon accurately as it exists in its natural setting. A quantitative research method was used which will helped to make meaning of the data. The study population was the officials at the INEC, 290, and the sample size selected was 165 (i.e. administrative officers, executive officers, assistant managers, deputy managers and managers). Structured questionnaires were used to collect the data from the employees working at INEC. A probability simple random sampling technique was used to select the employees at the INEC. The reliability and validity of the research instrument were measured through Cronbach’s alpha coefficient and factor analysis, respectively. The study adopted the 4-point Likert Scale. The data collected from the study was analysed with the help of the SPSS, version 25. Both descriptive and interferential statistics were employed to interpret the findings. The results of the study showed that although there was no significant relationship between the various items and transformational leadership style, the mean score (M = 3.11) indicated that there was a significant relationship between transformational leadership style and employee performance at the INEC. In addition, the overall mean score (M = 3.03) suggests that transformational leadership style positively influenced team work, groups or department in the INEC. Furthermore, the results (M 3.12) revealed that transformational leadership influenced employee attitude, employee empowerment and work facilitation in the INEC. The finding (M = 3.07) from the study shows that the transformational leadership style influenced employee behaviour at the INEC

A critical analysis of electricity distribution processes in Nigeria : a management perspective (2005 – 2015)

Masters in Public Administration - MPANigeria has been experiencing challenges in the distribution of power to the whole country in the past decades. As a result, more than half of Nigeria's population is affected by the ineffectiveness of the distribution of electricity which lowers their standard of living. As the country's power sector experienced a steady growth after its independence in 1960, it was anticipated at the time that, at that rate of growth and development, most of Nigeria should have been electrified by now. However, challenges in the distribution of electricity have persisted and this has negatively affected the economy and living standard of the country. From the management perspective, this research looks at the situation of the distribution of electricity in Nigeria from the year 2005 to 2015. Specifically, it will analyses management challenges affecting the distribution of electricity in the country. It is well documented how Nigeria is currently facing an electricity crisis despite all the government efforts to provide adequate power to the citizens. In the distribution of electricity in Nigeria, the research will look at how the planning of the organization is been done so as to ensure effective power delivery to the country. The research will further look at how the management manages the organization and how it is being controlled for effective power distribution. In this research, I shall use qualitative and quantitative research techniques. Secondary qualitative and quantitative data will be used in carrying out this research. Published books, journals, newspaper articles, and government policies shall be critically examined in order to produce a well-informed report. Before the research is conducted, the appropriate consent from the University of the Western Cape will be sought to ensure that all protocols are strictly adhered to

The role of leadership in addressing learner enrolment decline in two Eastern Cape rural junior secondary schools : SMTs perspective.

Master of Education in Leadership, Management and Policy. University of KwaZulu-Natal, Durban 2016.This qualitative study explored learner enrolment decline and the perspectives of SMTs regarding their leadership role in addressing learner enrolment decline in two Eastern Cape rural junior secondary. Learner enrolment decline has an impact on the number of teachers that are to be employed in schools. A case study was conducted in two Eastern Cape rural junior secondary schools in Flagstaff town. The participants were SMTs of both rural junior secondary schools. This study was located in the interpretive paradigm. Documents reviewed and semi-structured interviews constitute the research instruments for data generation. This study was framed by Weitzel and Jonsson’s (1989) model of organisational decline and Transformational Leadership Theory. Local, continental and globally scholastic works, on the research topic, were interrogated to seek insights into the progress so far made and determine the agenda to the explored phenomenon of learner enrolment decline. The analysis and discussion of the generated data showed that learner enrolment decline in two Eastern Cape rural junior secondary schools was caused by a myriad of factors such as the following: teacher absenteeism, incompetence of teachers, shortage of teachers , dearth of learner leadership, poverty, lack of resources and migration. The following were the recommendations of the study based on the findings and conclusions: It was suggested that SMTs should initiate leadership workshops within the school. They should invite departmental officials to facilitate them. SMT members should stimulate learners, teachers, parents and other stakeholders to be creative and innovative in addressing learner enrolment decline in those two participant schools. It was suggested that SMT members should empower themselves by initiating conflict management workshops as to alleviate conflict among themselves and their subordinates. Fund raising committee should be established as to raise fund to assist in providing some of the resources such as electricity and water. Recycling should also be promoted so as to improvise for the schools. SMT members should empower teachers and learners with skills of recycling old materials. Technology as a learning area should be enhanced so that learners can be taught to design commodities that can be sold as to alleviate poverty. Learners and the community should be educated on the importance of education. Parental involvement should be promoted. Curriculum should be enhanced. The purpose of the study was to explore SMTs perspectives of their leadership roles pertaining to learner enrolment decline in two Eastern Cape rural junior secondary school. Implications for further study were to do a comparative study of learner enrolment decline phenomenon across districts and provinces including an increased sample size, sample population and time

The perceived impact of management styles on employee job satisfaction and organisational commitment: a case study of Hulamin, Pietermaritzburg.

Doctoral Degree. University of KwaZulu-Natal, Pietermaritzburg.This study, which drew on the view that the management style that a manager uses to direct their employees plays a vital role in ensuring employee satisfaction with their jobs and decisions to commit or not to their organisations, investigated the impact of management styles on employee job satisfaction and organisational commitment. The study used a quantitative research approach in which three variables were tested using job satisfaction as a moderating factor. The study used a questionnaire that had eight Likert-scaled sections numbered from B to I with each section consisting of items that address a specific measurement or construct to collect data from 242 employees at Hu- lamin, Pietermaritzburg. The response rate was 97 percent. The reliability of these constructs was analysed using Chronbach’s Alpha statistic. The study findings revealed that not all management styles impact job satisfaction and organisational commitment. The autocratic management style had a significant negative impact on organisational commitment without job satisfaction as a moderating factor and with job satisfaction as a moderating factor. The democratic management style had a significant positive impact on organisational commitment in the absence of job satisfaction as a moderating factor and with job satisfaction as a moderating factor. It was discovered that the laissez-faire management style can be subdivided into two categories, which comprise of negative attitudes (-) and positive attitudes (+). The laissez-faire management style (-) had no significant impact on organisational commitment in the absence of job satisfaction as a moderating factor and still had no significant impact on organisational commitment with job satisfaction as a moderating factor. Job satisfaction had a significant positive impact on organisational commitment, but its presence in the regression model did not significantly affect the impact of both the laissez-faire(-) and laissez-faire(+) aspects of the laissez-faire management style on organisational commitment. The paternalistic style of management was found to have a significant positive impact on organisational commitment in the absence of job satisfaction as a moderating factor and still had no significant impact on organisational commitment with job satisfaction as a moderating factor. The persuasive management style had a significant negative impact on organisa- tional commitment without the moderating effects of job satisfaction. However, in the presence of job satisfaction, the persuasive management style had no significant impact on organisational commitment. As a result, job satisfaction had a significant moderating effect on the impact of the persuasive management style on organisational commitment. The study findings have implications for practice in organisations, organisational policy formulation and research focusing on the determinants for employee commitment in organisations