Christoff Botha

Push and pull factors in relation to skills shortages in South Africa

Abstract There are many factors that push people out of the country. While affirmative action is one factor that contributes to emigration of skilled individuals, other factors include: crime, better wage offers, better quality of life and future for their children, economic stability and improved health care. These factors include: attractive salary packages, early retirement within the education sector, an opportunity to gain international work experience, an improved lifestyle and a variety of career choices. Immigrants, on the other hand, are pulled to South Africa as they see this as offering them economic opportunities that are not available in their home countries. These immigrants range from a large number of unskilled to a limited number of highly skilled workers. The main purpose of this study was to determine the factors that push or pull skilled labour into or out of South Africa and the consequences of this movement. The outcome of this study was achieved through undertaking a brief literature review of push-and-pull factors, followed by the empirical research. A survey-based research design was adopted using a closed questionnaire to determine the factors that either push or pull skilled labour from or to South Africa. The sample consisted of 800 organisations/businesses that seek to employ skilled foreign labour in South Africa. The results of this study have confirmed the findings of other research and similar studies undertaken. These push–and-pull factors cannot be addressed overnight; therefore, the recruitment of skilled foreign workers could be a short- to medium-term solution to the problem.

Causes of stress in public schools and its Impact on work performance of educators

Abstract This article reports on educator stress in public schools. In doing so, the article sets the objectives of identifying the causes of stress in public schools of educators in KwaZulu-Natal. The data were collected by means of a stratified random sample drawn in a cross-sectional survey design of educators employed in public schools in four districts in KwaZulu-Natal in South Africa. A total of 368 questionnaires (of which 350 were usable) were received from 1500 distributed questionnaires The theory on the causes of stress were empirically postulated and analysed by means of data employed exploratory factor analysis. In total seven key causes (factors) of educator stress were identified. These factors explain a favourable cumulative variance 69%, and are (in declining order of importance) Organizational support, Overload, Remuneration, Control, Job insecurity, Relationship opportunities and Growth opportunities.

An Attitudinal Analysis of Different Groups of Managers towards Business Ethics in South Africa

Abstract This study determines the ethical profiles and dispositions of three groups of managers in South Africa. These groups consisted of (1) Managers from a specific company active in the agricultural sector in South Africa; (2) A collection of managersfrom diverse industries in South Africa; and (3) A group consisting of potential managers. The objectives are tomeasure the ethical views of the groups, to identify ethical discrepancies that existbetween the different respondent groups, and to determine the statistical significance of those differences. Individual- as well as company ethical behaviour are tested amongst of 754 participating respondents regarding individual and ethical ethics while the groups do not differsignificantly from each other on individual ethical behaviour. However, regarding company ethics, the groups differ more in their views of which actions are acceptable and which are not.

Investigating the Effects of Organisational Politics at a National Electricity Provider in SADC Region

Abstract The present research investigates the effects of organisational politics. The research takes a slightly different angle of organisational politics, one that includes traditional conceptualisations of politics as typically having a negative connotation to the organisation and the other view of politics as a positive event within the contemporary organisation. Statistical analysis was done to identify common factors on the effects of organisational politics. To achieve this, “exploratory factor analysis” was used. To scientifically subject the data for factor analysis the Bartlett test of sphericity and the Kaiser Meyer - Olkin (KMO) measure of sampling adequacy were performed to ensure that factor analysis was the appropriate statistical tool. The research revealed that, organisational motivators, organisational demotivators, and labor turnover were common factors of organisational politics. The research recommends that managers and employees must be proactive in dealing with organisational politics. The reactiveness must be encored in democratic decision making in which all parties demonstrate the “will” to work with and through organisational politics notwithstanding consolidation of the positive side of politics.

The Role Played By Principals as Managers and Leaders of Public Schools in Swaziland1

Abstract Swaziland is a small country situated in-between South Africa and Mozambique towards the southern tip of Africa. As former British colony, achieving independence in 1968, Swaziland has a history of colonial education based and built on diverse education in the past. This study focuses specifically on role that principals play as managers and leaders in the Swaziland education sector and the management thereof. In total, six factors have been identified. They are Managerial involvement, Leadership involvement, Managerial transparency, Managerial effectiveness, Management-driven outputs and Conducive working environment. These factors explain a cumulative variance of 52 percent, but have a lower-order reliability as measured by Cronbach alpha (<0.60). The factors also do not correlate significantly with one another, indicating that the factors are individualistic in nature and should be managed as individual factors. The results are of value to education managers in Swaziland (and elsewhere), academia and future researchers.

Measuring employee engagement of South African managers

Abstract This paper reports the level of employee engagement exhibited by managers in South Africa. The model employed to measure employee engagement was validated as a measuring tool, and consequently the selection thereof as a measurement tool. The paper provides a brief rationale of the validation process, where after it continues to provide the demographic profile of the respondents and the level of employee engagement as measured by the model. The model employs seven employee measurement criteria, namely management and leadership, behavioral engagement, change management and stress-free environment, career growth opportunities, emotional engagement, nature of the job and feeling valued/involved. 260 employee responses were collected by means of a structured questionnaire from a stratified sample of 300. Although all the factors showed high levels of importance towards employee engagement, behavioral engagement was deemed to be the most important factor. Furthermore, correlational analysis indicated that none of the demographic variables significantly influence the employee engagement factors, suggesting that stratified managerial interventions are not required to improve employee engagement.

Work stress and its influence on the work performance of Swaziland teachers in the Swaziland school education system

Abstract This paper deals with work stress within the Swaziland school education context. The objectives are to examine, understand, identify causes of workplace stress and examine how influences work performance. The discussion includes how unmanaged and/or unidentified it manifests itself in relation to the health, welfare and abilities of workers, specifically relating to Swaziland school teachers. The workplace stress-related factors of the teachers and how it influences their work performance were examined using a stratified random sample to identify respondents to complete the structured questionnaire (N = 750; n=368) in the Mbabane, Manzini and Ezulwini areas. Nine factors, explaining a cumulative variance of 56.5 percent, were identified using exploratory factor analysis These factors are (in declining order of importance) Satisfaction, Unfair promotion, Internal locus of control, Job performance, Personal growth, Job retention, Job loyalty, Competence and Job control.

Perceptions of organizational politics at a national electricity provider in Southern African Development Community (SADC)

Abstract This paper explores the theoretical perceptions of organizational politics, identifies common factors and proceeds to empirically measure perceptions of organizational politics at a national electricity provider in the SADC region. It is important to note that the degree of organizational politics varies from one organization to another but the reality is that all organizations have some sort of internal political struggle that can rip it apart. Statistical analysis was done to identify common factors on perceptions of organizational politics. To achieve this, the “explanatory factor analysis” was used. To scientifically subject the data for factor analysis, the Bartlett test of sphericity and the Kaiser-Meyer-Olkin (K-M-O) measure of sampling adequacy were performed to ensure that the factor analysis was the appropriate statistical tool. The research revealed that managerial behavior, poor communication of objectives, unexpected employee behavior and unhealthy managerial practices were identified as problematic perceptions of organizational politics at the national electricity provider. The paper recommends a continuous organizational renewal wherein the entire workforce engages in effective communication practices through deliberate training sessions across the board. Such openness in communication will clear out mistrust and doubt amongst employees and management leading to a healthy organizational life.

An Overview of the Nature and Extent of Organisational Politics at the National Electricity Provider in a Southern African Development Community Country (SADC) 1

Abstract This paper provides an overview of the nature and extent of organizational politics at the National Electricity Provider in a Southern African Development Community country (SADC) with particular focus on the main players within the political environment, taking cognizance of the biographical profiles of the employees from the survey. The major role players within the political environment include the government, board of directors, employees and managers. The methodology for the paper was basically qualitative in nature. Literature from various researchers on organizational politics was researched. Central to the political environment is the issue of common goals and the intent of all players to achieve their goals. It is clear from the literature that organizational politics is predominantly physical at the National Electricity Provider and has huge implications for the normal functioning of the provider.

Investigating Managerial Practices to Minimise Negative Organisational Politics at the Zimbabwean National Electricity Provider

Abstract The present research investigates managerial practices for reducing negative politics at a national electricity provider in a Southern African Development Community (SADC) country. The study is triggered by rive organisational politics that has rendered the national electricity provider dysfunctional and less productive over the years. The present research provides a theoretical review on managerial practices for reducing negative politics as well as exploratory factor analysis that identified common factors of managerial practices. The data was subjected to the Bartlett test of sphericity and the Kaiser Meyer Olkin (K-M-O) measure of sampling adequacy to ensure that factor analysis was the appropriate statistical tool. The results showed that managerial participation and managerial fairness are potential measures for minimising dysfunctional politics. The present research paper recommends for a comprehensive managerial support strategy that encompass upholding transparency and fairness, instituting an effective organisational communication strategy, forming alliances, engaging key stakeholders and ensuring equitable distribution of resources as fundamental managerial measures that can take the national electricity provider to the next level, proceeding forward continuously.