Employee motivation models on organisational performance in government primary teacher education colleges in Zimbabwe=Amamodeli okukhuthaza abasebenzi ngemiphumelakusebenza emakolishi kahulumeni okuqeqesha othisha basezikoleni zamabanga aphansi eZimbabwe.
| dc.contributor.advisor | Khoza, Simon Bhekumuzi. | |
| dc.contributor.author | Silitshena, Petty. | |
| dc.date.accessioned | 2022-11-08T13:13:24Z | |
| dc.date.available | 2022-11-08T13:13:24Z | |
| dc.date.created | 2022 | |
| dc.date.issued | 2022 | |
| dc.description | Doctoral Degree. University of KwaZulu-Natal, Durban. | en_US |
| dc.description.abstract | This thesis applied a mixed methods research approach to eleven employees (lecturers).These participants shared their perceptions on motivation levels of organisational performance in government primary teacher education colleges in Zimbabwe. The study adopted a pragmatic paradigm and a case-study research design. The main purpose of the study was to investigate employees’ perceptions of their motivational experiences on organisational performance at selected government primary teacher-education colleges in Zimbabwe. In this study organisational performance was identified as a dependent variable while employee motivation was an independent variable. As a result, for triangulation purposes, document analysis, an open-ended questionnaire, reflective journals, semi-structured face-to-face interviews, and a focus-group discussion were used as data-generation/production instruments, in order to investigate such employee perceptions. Convenience and purposive methods of sampling were used in selecting three primary teachereducation colleges and eleven lecturers. I needed to find colleges easily accessible to me, and lecturers who were computer literate thus able to access emails and to attend meetings on the Zoom platform. To analyse data that were generated for this study, a guided analysis and a thematic approach were deployed. Five broad themes were engaged each with sub-themes that were presented, analysed, and discussed in detail. Furthermore, in order to ensure trustworthiness, issues of dependability, confirmability, credibility, and transferability were considered in this study. In addition, ethical issues were employed, such as use of consent letters, anonymity and withdrawals. Three research questions guided this study, namely: 1. What are the employee motivation models on organisational performance in government primary teachereducation colleges in Zimbabwe? (Descriptive). 2. How are motivation models used in motivating employee performance in government primary teacher-education colleges in Zimbabwe? (Operational). 3. Why do motivation models operate in particular ways on organisational performance in government primary teacher education colleges in Zimbabwe? (Philosophical). Furthermore, the following research objectives assisted the answering of the study research questions: 1. To identify employee motivation models on organisational performance in government primary teacher-education colleges in Zimbabwe. 2. To investigate how motivation models are used in motivating employees on organisational performance in government primary teacher-education colleges in Zimbabwe. 3. To understand why employee motivation models operate in particular ways on organisational performance in government primary teachereducation colleges in Zimbabwe. The research questions were useful in guiding the study in reviewing relevant literature on motivation models based on three levels, namely; the system, process, and personal-needs levels. The study thus adopted the Currere model as the theoretical framework of regression, progression, analytical, and synthetic models. This yielded the discovery of a ‘self-identity’ motivation model as a new theory obtained from this study. The major study findings revealed that all levels of motivation (system, process, and personal needs models) influenced employees (lecturers) in performing their duties in the workplace. It was, however, affirmed that lecturers were by and large influenced by the system and process model, rather than by the personal-needs model. There was limited knowledge of the personal-needs model both from an operational level and from documented literature. This led to a lack of balance between the system and the process models of motivation in addressing the personal-needs level. This effect had a negative impact on the employees, resulting in their demotivation. The study therefore recommends combining the strengths of the system and process models to ensure the development of self-identity, so that one would become self-actualised and be permanently motivated. Finally, this study suggests that further research be carried out on various other organisations in order to inform and add to existing literature. Such would bring awareness within organisations which may then adopt new motivational levels in government learning institutions in African countries and beyond. Iqoqa Le thesisi isebenzise indlelasu yokwenza ucwaningo exube izindlela kubasebenzi abayishumi nanye (abafundisa enyuvesi). Laba babambiqhaza baveza indlela ababuka ngayo emazingeni okukhuthazeka kokusebenza emakolishi kahulumeni okuqeqesha othisha eZimbabwe. Ucwaningo lusebenzise ipharadayimu eyiphragmathikhi nohlelosakhiwo locwaningonto locwaningo. Inhloso enkulu yocwaningo kwakuwukuphenya ukubheka kwabasebenzi izehlonkuthazo emakolishi okuqeqesha othisha basezikoleni zikahulumeni zamazinga aphansi eZimbabwe. Ngenxa yalokho, ngezinhloso ze-triangulation, ukuhlaziya idokhumenti, uhlumibuzo oluvulekile, amajenali okuzibuka, izimposambuzo ezingahleliwe ezenziwa kubukwana ngokuphelele, nezingxoxo zamaqembu akhethiwe asetshenziswa ekwakheni/ekukhiqizeni imininingo, ukuze kuphenywe indlelakubuka yomsebenzi onjalo. Izindlelakwenza ezisebenza kahle nezinenhloso yokusampula zasetshenziswa ekukhetheni amakolishi amathathu okuqeqesha othisha nabafundisi basenyuvesi abayishumi nanye. Ngangidinga ukuthola amakolishi okwakufinyeleleka kalula kuwona, kanti abafundisi basenyuvesi abakwazi ukusebenza ngamakhompyutha njengoba babezokwazi ukufinyelela kuma-imeyli nokuba bethamele imihlangano ezoba senkundleni ka-Zoom. Ukuhlaziya imininingo eyayiqoqelwa lolu cwaningo, uhlaziyokuqondisa nendlelakwenza yezindikimba kwasetshenziswa. Izindikimba ezinhlanu ezibanzi zazingena ezindikimbeni ezingaphansi kwezinye ezazethuliwe, zahlaziywa zadingidwa ngokwemininingwane. Ngaphezu kwalokho, ukuze kuqinisekiswe ukwethembeka, izindaba zokuthi kungancikwa kulo, ingaqinisekiswa, inobuqiniso, ingedluliseleka kanti ibhekiwe kulolu cwaningo. Ukongeza, izindaba zendlelakuziphatha ocwaningweni zabhekwa njengokusetshenziswa kwezincwadi zemvume, imfihlabuwena nokuhoxa. Imibuzo emithathu yocwaningo yaqondisa lolu cwaningo, okuyilena: 1. Ayini amamodeli okukhuthaza umsebenzi ekusebenzeni kwenhlangano emakolishi okuqeqesha othisha abafundisa amabanga amancane eZimbabwe? (Kuyachaza). 2. Amamodeli okukhuthaza asetshenziswa kanjani ukukhuthaza ukuba abasebenzi bazimisele emakolishi kahulumeni aqeqesha othisha eZimbabwe? (Ukusebenza). 3. Kungani amamodeli okukhuthaza esebenza ngezindlela ezithile zokusebenza kwenhlangano ezikoleni zamabanga amancane eZimbabwe? (Ngokokuninga). Ngaphezu kwalokho, izinhloso ezilandelayo zocwaningo zasiza ukuphendula imibuzo yocwaningo: 1.Ukuhlonza amamodeli okukhuthaza abasebenzi ekusebenzeni enhlanganweni yasemakolishi okuqeqesha othisha eZimbabwe. 2. Ukuphenya ukuthi amamodeli okukhuthaza asetshenziswa kanjani ekukhuthazeni abasebenzi ekwenzeni umsebenzi enhlanganweni yasemakolishi okuqeqesha othisha eZimbabwe. 3. Ukuqonda ukuthi kungani amamodeli okukhuthaza abasebenzi esebenza ngezindlela ezithile ekusebenzeni enhlanganweni yasemakolishi kahulumeni okuqeqesha othisha basezikoleni zamabanga aphansi eZimbabwe. Imibuzo yocwaningo yaba wusizo ekuqoqeni ucwaningo ekubukezeni imibhalo eqondile yamamodeli okukhuthaza agxile emazingeni amathathu okuyilawa; isistimu, uhlelo, namazinga ezidingo zomuntu ngamunye. Ucwaningo lwabe selwamukela i-Currere model njengenjulalwazi yokuhlehlela kokwedlule, ukuphokophelela phambili, ukuhlaziya nokuthola umqondo ocoyisekile. Lokhu kwazala ukutholakala kokugqugquzeleka ‘kobuntu-qobo’ njengenjulalwazi entsha kulolu cwaningo. Okukhulu okutholwe wucwaningo kwaveza amazinga okukhuthazeka (amamodeli esistimu, uhlelokwenzeka nezidingo zomuntu ngamunye) abasebenzi abathintekayo (abafundisi basenyuvesi) ekwenzeni umsebenzi wabo emsebenzini. Lokhu, kwaqinisekisa ukuthi abafundisi basenyuvesi batheleleka kakhulu amamodeli esistimu nohlelokwenza, kunemodeli yezidingo zomuntu ngamunye. Kwaba nolwazi olunqindekile ngemodeli yezidingo zomuntu ngamunye ezingeni lokusebenza kwayo nasemibhalweni eqoshiwe. Lokhu kwadala ukuba kungabi nebhalansi phakathi kwamamodeli esistimu nawohlelokwenza okugqugquzela ekuhlangabezaneni nezidingo zomuntu ngamunye. Lokhu kunomthelela omubi kubasebenzi, nokuholela ekutheni badonse izinyawo. Ngakho-ke ucwaningo luphakamisa ukuthi ukuhlanganisa amandla esistimu nama-process models ukuqinisekisa ukukhula kobuntu-qobo, ukuze umuntu azithole bese ekhuthazeka unomphelo. Okokugcina, ucwnaingo luphakamisa ukuthi ucwaningo oluqhubekayo kumele lwenziwe ezinhlanganweni ezehlukene ukuze kutholakale futhi kongezwe kosekubhaliwe. Ukwenza njalo kuyoqwashisa enhlanganweni okungenzeka ifukamele amazinga amasha okukhuthaza ezikhungweni zokufunda zikahulumeni e-Afrikha nangaphandle. | en_US |
| dc.identifier.uri | https://researchspace.ukzn.ac.za/handle/10413/21084 | |
| dc.language.iso | en | en_US |
| dc.subject.other | Lecturer perceptions. | en_US |
| dc.subject.other | Colleges--Zimbababwe. | en_US |
| dc.title | Employee motivation models on organisational performance in government primary teacher education colleges in Zimbabwe=Amamodeli okukhuthaza abasebenzi ngemiphumelakusebenza emakolishi kahulumeni okuqeqesha othisha basezikoleni zamabanga aphansi eZimbabwe. | en_US |
| dc.type | Thesis | en_US |