https://ir.unisa.ac.za/handle/10500/25 Fri, 26 Jun 2026 16:11:00 GMT 2026-06-26T16:11:00Z https://ir.unisa.ac.za/handle/10500/32668 Administrative officials` perceptions and understanding of the performance management system in municipal courts: the case of the city of Tshwane Nthite, Paulina Motlalepula The study examines the perception and understanding of administrative officials towards the ‘performance management system’ implemented in their respective department, the Group Legal and Secretariat Services. It is where the Division, Municipal Courts are established, in the City of Tshwane. The effectiveness of a ‘performance management system’ depends on how it is perceived and experienced by its users. Administrative officers, as key operational agents, represent an important yet under-explored group in ‘performance management system’ research. The study investigates how administrative officers perceive various dimensions of their organisation’s performance management system’, specifically in relation to clarity, understanding, fairness, developmental focus and outcome linkage, and how these perceptions influence job satisfaction and system acceptance. A mixed research method was the preferred method adopted and insights were gathered through semi-structured interviews with a purposive sample, exploring work experiences and contextual nuances. The study highlights that when administrative officers perceive ‘performance management system’ as equitable, developmentally focused and well communicated, it enhances their engagement and positive attitudes towards the system. Findings suggest that, while many officers understood the meaning of ‘performance management system’, concerns persist about the lack of communication and development from senior management. The administrative officers perceive ‘performance management system’ as less of a developmental tool and more as a formality unless critical elements such as employee participation, capability of senior managers, fair appraisal and visible reward systems are embedded. Strengthening these areas is important in shifting perceptions and understanding towards viewing ‘performance management system’ as a credible means of performance enhancement. The study concludes with recommendations for making ‘performance management system’ more inclusive, transparent and development focused to enhance both individual and organisational performance. If the system is implemented effectively, these changes can transform ‘performance management system’ into a trusted tool for performance improvement rather than an unreliable formality. This will improve the performance of the workforce and the organisation at large. City of Tshwane is a local government space, meaning that service delivery to the local communities will improve. Text and abstract in English Mon, 01 Sep 2025 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32668 2025-09-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/32654 Analysing the barriers to adult learning specifically for education, training, and development practitioners (ETDP) in a South African setting, using Knowles’ (1975) principles of adult learning Bhayat, Fatima Suleman This research explores the barriers of adult learners who engage in occupationally directed education programmes in South Africa based on Malcolm Knowles' principles of adult learning. The South African government has been aligning the support of a skilled workforce to various national policies and objectives, such as the National Development Plan (NDP). Unfortunately, adult learners experience overlapping barriers to accessing and completing new learning opportunities while trying to balance learning with work, education, and everyday life. This study used a qualitative research design to explore the lived experiences of fifteen adult learners who completed either the National Certificate or National Diploma in Occupationally Directed Education, Training and Development Practices (ODETDP) from a selected education and training consultancy. Five major themes emerged from the data that provided insight into participants’ experiences: learning experiences, barriers to learning, positive aspects of learning, learner motivation and real-time facilitation. Participants noted personal satisfaction and career development benefits were key outcomes of adult learning, but also expressed several environmental, intrapersonal and personal barriers for adult learners. These significant barriers included limited institutional support, mental fatigue and multiple life roles. A particularly noteworthy contribution of the study is its focus on workplace-oriented adult learning, an area that has been largely neglected in the literature. Adult education research tends to focus on formal educational settings and community-based learning. In contrast, this study emphasises how institutional inflexibility, a lack of workplace accommodation, and unstructured peer working conditions can create challenges for workplace-oriented learning. It also illustrates how both intrinsic and extrinsic motivation shift over time during the learning process and how intentional facilitation and peer interaction influence learner success. The results align with Knowles'(1975) principles but indicate that they must be nuanced to the learner's socio-economic context, work status, and learning context. The study argues that adult learning programmes ought to be expressly designed to account for the diverse modes of delivery, purposeful orientation, and positive learning environments that support collaborative and self-directed learning. These findings offer a far more situationally robust understanding of adult learning in South Africa and guide curriculum design, institution policy, and workplace approaches. Fri, 12 Dec 2025 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32654 2025-12-12T00:00:00Z https://ir.unisa.ac.za/handle/10500/32653 Multi-Generational Differences: Females’ Perspectives on Factors Influencing Employee Retention Gopal, Denelle Devanisha The aim of this study was to explore the multi-generational differences in the driving and inhibiting factors that influence employee retention from a female perspective. A qualitative research design was used, and 20 semi-structured interviews were conducted. The data were analysed through thematic coding using ATLAS.ti. The findings revealed that emotional and psychological well-being, inclusive leadership and value alignment are central factors that influence retention, particularly for women navigating personal and professional responsibilities. Multi-generational differences emerged in participants’ perceptions of organisational support, leadership styles and career development opportunities. The study highlights the importance of fostering inclusive and empathetic workplace cultures that support life transitions, promote diversity and build trust through transparent communication. Recommendations are provided to guide human resource practitioners and organisational leaders in developing retention strategies that are responsive to generational needs and gender-specific challenges.; Die doel van hierdie studie was om die multigenerasieverskille in die motivering- en stremmingsfaktore wat werknemerbehoud beïnvloed vanuit ʼn vroulike perspektief te ondersoek. ʼn Kwalitatiewe navorsingsontwerp is gebruik, en 20 semi-gestruktureerde onderhoude is gevoer. Die data is ontleed deur tematiese kodering met behulp van ATLAS.ti. Die bevindinge het getoon dat emosionele en sielkundige welstand, inklusiewe leierskap en waardebelyning sentrale faktore is wat behoud beïnvloed, veral vir vroue wat persoonlike en professionele verantwoordelikhede navigeer. Multigenerasieverskille het na vore gekom in deelnemers se persepsies van organisasie-ondersteuning, leierskapstyle en loopbaanontwikkelingsgeleenthede. Die studie beklemtoon die belangrikheid van die bevordering van inklusiewe en empatiese werkplekkulture wat lewensoorgange ondersteun, diversiteit bevorder en vertroue deur deursigtige kommunikasie bou. Aanbevelings word verskaf om menslikehulpbronpraktisyns en organisasieleiers te lei in die ontwikkeling van behoudstrategieë responsief tot generasiebehoeftes en geslagspesifieke uitdagings.; Inhloso yalolu cwaningo ukuhlonza umehluko phakathi kwezizukulwane eziningi mayelana nezinto ezinomthelela ekuqhutshweni nasekuvinjelweni kokugcinwa kwabasebenzi emsebenzini, ngokubona kwabesifazane. Kwasetshenziswa ucwaningo oluhleliwe oluyikhwalithi kanti futhi nemibuzo engama-20 engahleliwe ngokuphelele nayo yasetshenziswa. Idatha yahlaziywa ngokusebenzisa ukuhlukanisa ngemixholo ye-ATLAS.ti. Imiphumela yadalula ukuthi inhlakahle ngokwengqondo nangokwemizwa, ubuholi obubandakanyayo kanye nokuhambisana ngokwamanani kungumgogodla wokugcinwa kwabasebenzi emsebenzini, ikakhulukazi abesifazane abanezibopho zabo siqu kanye nezasemsebenzini. Umehluko phakathi kwezizukulwane eziningi, waqala emva kwemicabango yababambiqhaza yokwesekwa kwenhlangano, izindlela zobuholi kanye namathuba okuthuthukisa umsebenzi. Ucwaningo lugqamisa ukubaluleka kokugqugquzela ukubandakanya kanye namasiko okusebenza anozwelo eseka ukuguqula impilo, agqugquzela ukwehluka kanti futhi akha ukwethembana ngokuxhumana okusobala. Kuhlinzekwe ngezincomo ezizokweluleka abasebenzi ababhekelela izindaba zabasebenzi kanye nabaholi benhlangano ekusunguleni amaqhinga azohlangabezana nezidingo zesizukulwana kanjalo nezingqinamba eziqondene nobulili obuthile. Abstract in English with Afrikaans and Zulu translation Fri, 27 Feb 2026 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32653 2026-02-27T00:00:00Z https://ir.unisa.ac.za/handle/10500/32645 Influence of labour relations on organisational performance of selected public sector institutions in Ghana Parku, Kenneth Eyram This study explores how labour relations, specifically collective bargaining, trade unionism, and dispute resolution, influence organisational performance in Ghana's public sector. Purposive sampling and a case study design were used in this qualitative study to collect data from 37 participants comprising of Ghanaian public sector employees (16), trade union representatives (10), and labour relations officials (11) across 15 public sector institutions. The researcher gathered data through interviews and conducted thematic and content analysis. The findings show differing opinions about how collective bargaining might improve performance in the public sector. While some participants stated that recent pay increases and agreements on health, safety, and employee rights demonstrate how collective bargaining has improved working conditions and employee morale, others pointed to leadership self-interest and limited motivational outcomes as obstacles to increased effectiveness. As a result, the influence of collective bargaining is regarded as moderate. The study also emphasises labour unionism's positive and negative aspects. Despite having secured benefits for their members, unions' impact on overall organisational performance is undermined by challenges including mandatory membership, restricted welfare support, and perceived self-serving activity. The study also reveals that although there are dispute resolution procedures in place, their efficacy is hampered by issues including lack of funding and restricted access to the National Labour Commission, which leads to a rise in strikes and a decline in morale. In conclusion, Ghana's labour relations framework has made some headway in enhancing the performance of the public sector, but there are still many obstacles to overcome. The study recommends addressing psycho-social needs in collective bargaining, improving logistical support, and using digital tools to improve labour relations. These actions could lead to a highly performing public sector in Ghana. Thu, 01 May 2025 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32645 2025-05-01T00:00:00Z