Performance appraisal : the experiences of nurses working in primary health care clinics

Swaartbooi, Olga Nosiseko (2016-03)

Thesis (MCur)--Stellenbosch University, 2016.

Thesis

ENGLISH ABSTRACT: Performance appraisals is a valuable tool to organisations for evaluation of staff member work productivity, motivating staff members, and subsequently enhancing productivity and service delivery. Organisations have performance appraisal procedure manuals in place; however, the implementation of the performance appraisal processes can be problematic as it could lead to something that is adored by the staff members or a process that is dreaded and leaves staff members disheartened. At the time of the study healthcare institutions in the public sector used The Performance Management and Development System (PMDS) for performance appraisal purposes. The aim of the study was to explore the experiences of nurses working in the primary health care clinics regarding performance appraisal. The objectives were to explore experiences related to:  Procedural structure of the performance appraisal interview.  The content of the performance appraisal interview.  Goal setting during the performance appraisal interview.  Practical issues contained in the performance appraisal interview.  Feelings of motivation after the performance appraisal interview.  Gathering of information on how to improve performance appraisal interviews. The study employed a descriptive design with a qualitative approach. A sample size of n=15 was drawn using purposive sampling. The researcher completed data collection utilizing in-depth interviews and a semi-structured interview guide. Data analysis was completed using the interpretive approach and manual analysis of the data. The trustworthiness of this study was assured using Lincoln and Guba’s criteria of credibility, transferability, dependability, and confirmability. Study findings: nine themes emerged from the interviews, namely, preparation for the performance appraisal interview; training regarding the performance appraisal interview; the actual interview; frequency of performance appraisal interviews; targets; evidence; monetary reward; capacity building and favouritism.

AFRIKAANSE OPSOMMING: Prestasiebestuur is ʼn waardevolle instrument tot organisasies vir die evaluasie van werknemersproduktiwiteit, motivering van werknemers en gevolglik die bevordering van produktiwiteit en dienslewering. Organisasies het prestasiebestuur-handleidings in plek; in welk gevalle, die implementering van die prestasiebestuurproses kan problematies wees, sou dit lei tot iets wat deur die werknemers aangehang word of ʼn proses wat gevrees word en die werknemers moedeloos laat. Gesondheids-instellings in die openbare sektor het ten tyde van die studie Die Personeelprestasiebestuur en Ontwikkelings-sisteem (PBOS) vir prestasiebestuur doeleindes gebruik. Die doel van die studie was om die ervaringe van verpleegsters werkend in die primêre gesondheidsorg klinieke ten opsigte van prestasiebestuur te verken. Die doelwitte was om die ervaringe ten opsigte van die volgende te verken:  Prosedurele struktuur van die prestasiebestuur onderhoud.  Die inhoud van die prestasiebestuur onderhoud.  Doelwitstelling tydens die prestasiebestuur onderhoud.  Praktiese aspekte vervat in die prestasiebestuur onderhoud.  Gevoelens van motivering na die prestasiebestuur onderhoud.  Insameling van inligting oor hoe om prestasiebestuur onderhoude te verbeter. Die studie het ʼn beskrywende ontwerp en ʼn kwalitatiewe benadering aangeneem. ʼn Steekproef van n=15 was by wyse van doelbewuste steekproefneming getrek. Data-versameling was deur die navorser voltooi by wyse van diep onderhoude en ʼn semi-gestruktureerde onderhoudsgids. Data analise was voltooi deur ʼn interpreterende benadering en manuele analise te gebruik. Die betroubaarheid van die studie was verseker deur Lincoln en Guba se kriteria van kredietwaardigheid, oordraagbaarheid, aanvaarbaarheid en bevestigbaarheid te gebruik. Studie-bevindinge: nege temas het uit die onderhoude te voorskyn gekom naamlik: voorbereiding vir prestasiebestuur onderhoud; opleiding aangaande die prestasiebestuur onderhoud; die eintlike onderhoud; frekwensie van prestasiebestuur onderhoude; doelwitte; bewyse; geldelike toekenning; kapasiteitsuitbouing en voortrekkery.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/98876
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