Browsing by Author "Plaatjies, Augustus Benson."

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Assessing teachers’ perceptions on organisational justice in filling of positions within schools in KwaZulu-Natal, South Africa: Kranskloof circuit.
(2019) Plaatjies, Augustus Benson.; Zondi, Wellington Bonginkosi.
This study was conducted in the Kranskloof circuit of the KwaZulu-Natal Department of Education. The study sought to interrogate organisational justice within the Department of Education and the Kranskloof circuit in particular. In this regard, the study interrogated three forms of organisational justice namely procedural justice, distributive justice, and interactional justice. The study employed a mixed research approach in which 193 out of a total of 254 teachers participated in the quantitative part of the study and 10 out of 20 school principals participated in the qualitative part of the study. The questionnaire was used in the quantitative part of the study as the research instrument while the interviews were used to collect the qualitative data of the study. Qualitative data were analysed using content analysis and quantitative data was analysed using the Statistical Package for Social Sciences. The findings indicated that most participants felt that indeed the Department of Education and in particular Kranskloof circuit, successfully practice all three forms of organisation justice although there was room for improvements. The findings indicated that the main concerns related to procedural justice and the other two forms do not form part of the main concerns. With regards to procedural justice, there were concerns that affiliation to the dominant teacher union played a major part in the decision to employ or not to employ the candidate. In some cases, the findings, albeit few cases, revealed that qualifications and experience were overlooked in preference to political affiliation to the dominant teacher trade union. The main recommendation is that the Department must look at the subtle and undue influence of the teacher unions because in the face of it appears as if the process is procedurally fair and just. It is further recommended that the policy that allows the officials of the Department of Education to be members of the teacher unions must be re-visited because as it stands it is difficult for members of other teacher unions to feel that justice is indeed done. If this policy is not reviewed the speculation that confidential information is given to preferred candidates who are members of the dominant union, SADTU, will not stop.
The influence of workforce diversity on employee performance at the South African Social Security Agency in KwaZulu-Natal.
(2021) Luvuno, Sinobuhle.; Plaatjies, Augustus Benson.
Workforce diversity is a multi-faceted concept that keeps growing as the world continues to be the international marketplace. It is because of this reason that most people are convinced that diversity is essential for employee performance. This study's primary aim was to examine the influence of workforce diversity on employee performance from the employees working at SASSA’s KwaZulu-Natal Regional Office in Pietermaritzburg. In this research, the word workforce diversity has been defined as the concept that possesses organisations as confronted with a portrayal of different employees from various gender, age, ethnicity and educational background. It is about employee relationships and mentalities with regards to diversity and group contacts. Numerous prescripts have been put in place by the government to guide the workforce in the working environment. Nevertheless, these prescripts particularly pay attention on compelling firms to embrace diversity and therefore failing to look into organisations’ needs and how it contributes to behavioural conducts, for example, employee performance. In addition, numerous studies have been conducted from outside South Africa and few in South Africa on workforce diversity and Organisational performance. Notwithstanding, not many of them payed attention on the influence of workforce diversity on employee performance. It is because of these reasons that, this research examined the influence of workforce diversity on employee performance at SASSA. Quantitative approach was used to provide responses which have much strong basis than lay person’s common sense, intuition or judgment. This approach was supported by administered face-to-face questionnaires in order to obtain higher response rate rather than using the web-based questionnaire. A sample of 103 respondents was used consisting all employees except those who were serving as interns because they were not working permanent. Data was processed and analysed in the form of tables, charts and graphs using SPSS version 26. The findings depicted that there is a significant relationship between workforce diversity and employee performance. Drawing from the findings of the study, it is recommended that SASSA should continue employing and developing employees from different backgrounds in terms of gender, age, ethnicity and education to improve the efficiency of workforce diversity towards employee performance.
Occupational challenges faced by the nurses working in public health care: the case of Chesterville Clinic.
(2021) Zondi, Nqobile Clementine.; Plaatjies, Augustus Benson.
Nurses have a significant role to play in promoting good quality health care in South Africa. Therefore, it is critical for the Department of Health to have nurses who are engaged in their work. However, given the high levels of occupational challenges, nurses experience high levels of occupational stress that often results in psychological distress. On the contrary, some nurses, regardless of the stressful nature of their job, seem to enjoy their work and exert greater effort in dealing with these stressors. In order to answer the research objectives, the present study used a qualitative approach and purposive sampling method was used for the purpose of data collection. Data was gathered in the public clinic in Durban. A sample of 7 participants was obtained comprising of 5 females and 2 males. Data was collected using interviews. The results of the study showed that the nurses are faced with occupational challenges which contributed to high levels of occupational stress. It is recommended that the issue of shortage of the staff needs to be speculated since it was found out that increased workload of the nurses rose from inadequate staff. Thus, the government can look into employing more nurses in the public health care. It is recommended that the salaries and advancements of the nurses be considered as one of the solutions to increase their morale and motivation.
Perceptions of officials on the effectiveness of electronic human resource management: case of the Department of Employment and Labour, Johannesburg.
(2021) Tshabalala, Mbongeni Paul.; Plaatjies, Augustus Benson.
This study was conducted at the Department of Employment and Labour within the City of Johannesburg. The study sought to assess the perceptions of the officials about the effectiveness of the Electronic Human Resource Management which is an innovation within the Department of Employment and Labour that has been using a paper-based manual system for a long time. A case study was used for this study to explore the perceptions of officials from the Department of Employment and Labour, Johannesburg on the effectiveness of the E-HRM. The study employed a quantitative research approach in which 93 out of a total of 121 employees participated. A questionnaire was used as a research instrument to collect data. Data were analysed using Statistical Package for Social Sciences. The key finding of this study indicated that DEL performs E-HRM functions because of its efficiency and effectiveness. Another finding indicated that E-HRM was a useful system because it promotes the operation of DEL. A further finding indicated that the output quality of the E-HRM helped in saving time at work, provided accurate and up to date information. The findings of this study contributed towards the understanding of the perceptions of the officials working in the Department of Employment and Labour on the effectiveness of E-HRM. The main recommendation for this study was that the Department of Employment and Labour should develop a framework that provides for ongoing monitoring of E-HRM activities and knowledge and information sharing through employee participation. The study further recommended that the Department should provide adequate IT training, coaching, and support to the staff for them to be successful in their work.