Browsing by Author "Madlabana-Luthuli, Cynthia Zandile."
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Item Cultural values and happiness of leaders in mining company : implications for diversity and inclusion.(2016) Zungu, Thomzonke.; Meyer-Weitz, Anna.; Madlabana-Luthuli, Cynthia Zandile.Modern organisations are increasingly becoming culturally diverse. This may present difficulties for employers as they struggle to effectively manage these differences and ensure a workplace with happy employees. Issues and challenges which are said to hinder effective inclusion of employees, includes, stereotypes, discrimination, and prejudice. Nevertheless, many diversity management initiatives which are designed to tackle these issues, seem marginally effective due to little insight into the complexity of diversity particularly in terms of cultural orientations that might not necessarily be linked to ethnicity. Cultural diversity among different ethnic groups and within these groups imply different behaviours, values, and experiences shaped by various factors such as socio-economic context, levels of education, experiences and acculturation over time. Employers are not only faced with overt diversity in terms of ethnicity, language and other differences, but they are also faced with underlying different orientations which contribute to the complex cultural dynamics that modern organisations experience. The positive organizational movement globally has emphasized an inclusive workplace where people can function optimally and flourish with positive outcomes for individuals and the organisation. The main aim of this study was to understand the different cultural orientations and orientations to happiness impacting diversity and inclusion in a South African workplace. In order to understand this, four objectives were set in this study. Firstly, this study was aimed at exploring the factor structure and the psychometric properties of the Cultural Values Scale (CVS) and the Orientations to Happiness Scale (OHS). Secondly, it was aimed at exploring demographic group differences on cultural dimensions and orientations to happiness. Thirdly, it was aimed at examining the associations between cultural dimensions and orientations to happiness. Lastly, it was aimed at determining which cultural dimensions predict employees’ orientations to happiness within a mining company with great diversity in terms of ethnicity, language, level of education and acculturation experiences. This study made use of a quantitative approach to achieve the above research objectives. A cross-sectional survey design was used to gather information from the employees in some leadership positions in a mining organisation, at one point in time. The CVS was used to document cultural dimensions, which includes Individualism/Collectivism; Power Distance; Uncertainty Avoidance; Masculinity/Femininity and Long-term Orientation/Short-term Orientation, whereas the OHS was used to document three orientations to happiness, which includes Meaning, Pleasure and Engagement. The statistical analyses were carried out by means of the IBM Statistical Package for Social Sciences (SPSS Version 22). Firstly, descriptive statistics was computed to obtain the participant’s demographic characteristics. Thereafter, inferential statistics was computed, and this included the Exploratory Factor Analysis (EFA), the One-way between groups Analysis of Variance (ANOVA), Independent Samples t-tests and Pearson Correlation Coefficients. Lastly, models were fitted using Hierarchical Multiple Regression. The results of the study indicated significant demographic group differences on cultural dimensions and on the orientations to happiness. When looking at the correlations, Power Distance and Masculinity/Femininity were reported as negatively correlated with Meaning, whereas, Collectivism/Individualism, Uncertainty Avoidance and Long-term Orientation/Short-term Orientation were reported as positively correlated with Meaning. Uncertainty Avoidance was reported as positively correlated with Pleasure. Lastly, Engagement was positively correlated with two cultural dimensions namely: Uncertainty Avoidance and Individualism/Collectivism. Four hierarchical multiple regression models fitted were based on these associations to demonstrate different predictors of happiness, and the OHS sub-scales (i.e. Pleasure, Meaning and Engagement). Research findings revealed that Collectivism/Individualism, Uncertainty Avoidance and Gender were the significant predictors of happiness. Uncertainty Avoidance, and Race were the significant predictors of Pleasure, where high Uncertainty Avoidance employees were presented as having high Pleasure levels, and Indians as having lower Pleasure levels than other racial groups. Collectivism/Individualism, Long-term/Short-term Orientation; Masculinity/Femininity and Race were presented as significant predictors of Meaning and lastly, Collectivism/Individualism and Uncertainty Avoidance best predicted Engagement. Positive organizational scholarship created insight into aspects that create meaning among a diverse group of employees that are likely to experience challenges regarding diversity and inclusion. The recommendations stemming from the study findings suggest that quality interpersonal relationships contribute to employee happiness in particular, meaning making. However, most interestingly was the low meaning levels of the older people in the organisation. This may present implications for the organization, and thus require urgent attention. The results of this study can be utilized to develop leadership development programmes to create better understanding of employees with different cultural orientations in fostering a happier workplace.Item An exploration into the experiences of job satisfaction, resilience and retention among high school teachers in rural KwaZulu-Natal, Mthonjaneni Municipality.(2019) Dludla, Nondumiso Siziwe.; Madlabana-Luthuli, Cynthia Zandile.Background The South African education system is being confronted by a myriad of challenges such as lack of resources in general and the glaring shortage of teachers in schools especially in the rural schools. This essentially has lethal effects on both the teachers’ performance and learner outcomes. In order to increase availability of teachers in the rural areas, a holistic policy regime that focuses on teachers’ working conditions, wellbeing, rights and responsibilities has to be developed and implemented. Currently, there is scanty literature that explores high school teachers’ job satisfaction, resilience and retention in the context of South African rural school. Objectives The main objective of this study was to shed light on the experiences and perceptions of the rural high school teachers regarding teachers’ job satisfaction, resilience and retention in the light of the changes taking place in the South African education system. Furthermore, the research work aimed at extending the knowledge on the influence of Human Resources Management practices on employee job satisfaction, resilience and retention. Methods The study recruited seventeen teachers teaching Mathematics and Physical Sciences across five rural high schools through purposive sampling. Data was collected using semi-structured interviews which allowed the researcher to obtain an in-depth understanding of teachers’ perceptions and experiences within educational institutions located in the rural set up. Furthermore, this study was guided by an Interpretative Phenomenological Approach (IPA) to research. Data was analysed through Thematic Content Analysis (TCA) which followed an iterative and inductive process, therefore enabling the researcher to make comparisons between participants’ perspectives. Findings Job satisfaction for a teacher derives from the enjoyment associated with teaching, challenging work associated with the subject they teach and positive feedback obtained from learners. However, the study shows that teachers were the least satisfied with their workload and the lack of cooperation from learners. Additionally, the lack of resources, inadequate training and challenges related to the curriculum hampered the teaching and learning process. The interviewed teachers perceived resilience as an important factor that underpins professionalism in the teaching fraternity, more especially within the rural context. Support from colleagues and leadership enabled them to prosper despite the adversities they faced in the rural schools where they taught. The lack of support from the district educational inspectorate, however, undermined their resilience. The majority of the teachers indicated that they had considered leaving the teaching profession due to inadequate remuneration, insufficient parental support, declining discipline among learners as well as a lack of appropriate safety and security measures in their working environment. Overall, teachers were dissatisfied with the current changes in the education system, citing the exclusion of the rural stakeholders in the education policy and inadequate training for curriculum implementation which somewhat incapacitated the teachers. Conclusion The findings demonstrate that job satisfaction and resilience play a crucial role in the retention of teachers within the rural context; therefore there is urgent need for the application of the human resources management strategies in order to elevate the teacher’s job satisfaction and resilience as well as maximising retention. Additionally, the implementation of effective and inclusive change management strategies is essential more especially for the successful implementation of new curriculum.Item Management support, role conflict and role ambiguity among professional nurses at National Health Insurance pilot site in North West.(2018) Mpili, Nomcebo Noxolo.; Madlabana-Luthuli, Cynthia Zandile.Background South Africa’s victory over apartheid meant that the newly elected government needed to address the challenges of a weakened health care system that was characterised disempowerment, discrimination and underdevelopment for over centuries (Coovadia, Jewkes, Barron, Sanders, & Mclntyre, 2009). This was driven by a need to provide essential health care to disadvantaged people and to redress historical inequalities. Coovadia et al. (2009) argued that the public health care system was transformed into an integrated and comprehensive service. This resulted in improved access to primary health care services. This was not the end as the South African National Department of Health (NDoH) strived for more improvements within health care and is currently undergoing various reforms (Khuzwayo, 2015). These reforms included the introduction of National Health Insurance (NHI) and the re-engineering of Primary Health Care (PHC). Noticeably, these reforms require a re-examination of organisational system that promote health care workers (HCWs) to execute changes in the most effective manner. At present, the country’s health care system is highly labour intensive and is mainly nurse-based, thus nurses are placed at the forefront of both public hospitals and clinics (Chopra et al., 2009). It is therefore argued that the quality, efficiency and the success of implemented interventions are largely dependent on the availability, performance and morale of health professionals (Naledi et al., 2011). Thus, it is essential that health workers receive adequate training and support from management to deliver the required services. By management playing their role in supporting and helping to facilitate changes to health care, this could potentially decrease the presence of role conflict and role ambiguity that may result due to challenges brought about by the transformation. Therefore, the need to study the presence of management support, role conflict as well as role ambiguity in primary health care (PHC) facilities is paramount to a good health care system. Objective: The objective of the study was to understand perceptions of management support, role conflict and role ambiguity among nurses within the context of the NHI and re-engineered PHC. The study explored professional nurses’ perceptions and experiences of the following: management support, reforms in the health care system and its influence on their role. The study also sought to understand nurses’ opinions of challenges associated with these reforms and how these challenges can be overcome. Methods: The study used is based on secondary data that was collected through semi-structured interviews which were conducted with eighteen professional nurses in PHC facilities that are also part of NHI pilot sites in the North West province. The study used the interpretative phenomenology approach (IPA) as the researcher aimed to explore the lived experiences of professional nurses, their realities and how these realities are shaped by various challenges associated with working within a health system characterised by many reforms. Findings: Participants shared their perceptions and experiences of a lack of management support in PHC facilities. They argued that management, including their front-line managers did not provide support to staff. This was largely due to managers not always at the facility due to administrative duties. Thus managers were viewed as mainly responsible for disciplinary action processes when there are problems. With regards to reforms in the health care system, the majority of participants had positive perceptions and argued that some of the reform initiatives implemented were beneficial not only to patients but to health professionals as well. However, participants further shared their negative experiences on how reform initiatives were implemented, arguing that there was a lack of consultation and inadequate training to prepare HCWs for these changes. In relation to their role, participants indicated that although the job description was clear however because of several challenges in PHC facilities, they perform more tasks then what is simply stipulated in their job description. Further, participants mentioned several challenges such as shortage of staff, increased patient numbers as well as a lack of management support. Participants further made recommendations on how to overcome some of the challenges faced in PHC facilities such as to increase management support and increasing the staff compliment per facility amongst others. Conclusion: Drawing from the findings, health reforms benefits to clinical outcomes and patient-centred care is undeniable. It is therefore imperative for professional nurses’ to receive management support during this transition. It is also vital for nurses’ to receive adequate resources to ensure they are able to undertake their role with clarify, training and development as well as sufficient resources support to achieve the desired health outcomes in PHC facilities.Item The Performance Management and Development System and its unintended influence on quality of care in re-engineered primary health care health facilities.(2019) Madlabana-Luthuli, Cynthia Zandile.; Petersen, Inge.Introduction The concept of performance management (PM) is fairly new within the South African healthcare system. It was introduced into the public sector in 2001 as a tool to assist, measure, develop and monitor the performance of public service employees in an effort to drive service delivery. In the healthcare system, PM provides the opportunity for managing the performance of healthcare workers (HCWs) in order to determine strategies for identifying training needs, and improving professional development and the competencies of healthcare professionals. The effective use of PM systems has many benefits and contributes greatly to successfully managing HCWs. Thus, it is likely to result in improved quality of care and accountability in the provision of health services, thereby ensuring better human resources and health outcomes. This is as desired by national objectives and as stipulated by the national development plan and other national government goals towards improving public services. Presently, the public healthcare sector is engraved with challenges that threaten the provision of quality health services; these challenges include lack of resources, poor staffing and managerial capacity, as well as large health system reforms. Thus, these mentioned challenges have increased the need to further train and develop HCWs to adapt to the evolving health system. This thesis investigated: 1) the implementation of the Performance Management and Development System (PMDS) by professional nurses at primary healthcare (PHC) facilities; 2) the perceptions and experiences on PMDS by professional nurses and nurse managers within the context of re-engineered PHC, national health insurance (NHI) and Integrated Chronic Services Management (ICSM); 3) nurses’ and nurse managers’ attitudes to how performance is evaluated; and 4) nurses’ and nurse managers’ perceptions and experiences of what hinders optimal use of PMDS and what actions could be taken to enhance job performance and quality of care within the context of re-engineered PHC, NHI and ICSM. Research design and method To determine current existing evidence on methods and practices on PM systems in PHC, a systematic scoping review was utilised. For the primary study, a sequential cross-sectional mixed-methods research design was employed, which was divided into two phases. The first phase consisted of a quantitative study, which was a cross-sectional descriptive survey. A self-administered questionnaire was used to collect data from 201 professional nurses and facility managers at the study site. These data were analysed using the Statistical Package for Social Sciences (version 25.0) for descriptive statistics. The second phase was a qualitative study; through purposive sampling, semi-structured interviews were conducted with 18 professional nurses and 14 frontline nurse managers. Data were analysed thematically. Both phases were conducted at four sub-districts of Dr Kenneth Kaunda District Municipality, North West province, South Africa. Results Findings from the scoping review revealed that PM systems methods may differ across various countries; however, the practices that are deemed effective for PM systems are shared, and so similarities between countries were noted. For the primary study, both the quantitative and qualitative findings of this study confirm that the PMDS has been implemented to a certain extent. However, there exist major gaps and flaws in its implementation that threaten its usefulness within the health system in PHC settings. It was evident that the perception exists that it is unfairly and poorly implemented. This, consequently, has a negative impact on staff motivation, team collaboration, nurse-supervisor relationships and performance. Practical/managerial implications The PMDS should not be implemented in isolation; instead, it should be utilised as part of a systems approach to drive effective staff performance to promote quality care within the healthcare reforms for NHI in PHC settings. Evidently, the PMDS is flawed in its current state. Thus, the PM system is arguably unintentionally impacting negatively on staff morale, job satisfaction and the provision of quality care. Instead, its methods and practices should be improved to include the appraisal of attributes that are key to health outcomes, such as the provision of patient-centered care and promoting quality of care. Key terms: Performance management; performance appraisal; quality of care; professional nurses; frontline nurse managers; re-engineered primary healthcare; national health insurance, integrated chronic services management; patient-centred care; human resources for health.