Identifying the shortcomings of an employee value proposition for African females in an energy company operating in South Africa

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dc.contributor.advisorBussin, Marken_ZA
dc.contributor.authorSibenya, Aphiween_ZA
dc.contributor.otherStellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.en_ZA
dc.date.accessioned2023-03-08T10:39:35Z
dc.date.accessioned2023-05-18T07:07:49Z
dc.date.available2023-03-08T10:39:35Z
dc.date.available2023-05-18T07:07:49Z
dc.date.issued2023-03
dc.descriptionThesis (MCom)--Stellenbosch University, 2023.en_ZA
dc.description.abstractENGLISH SUMMARY: The shortage of females in operations, one perceived as a male-dominated environment, has resulted in a deficit supply of African females in industries such as the mining industry. African females, referred to in the current study as the targeted audience have since become a minority, resulting in a need for organisations to investigate ways in which the scarce talent can be retained within the job market. The Corporate Leadership Council Employee Value Proposition model was used in the current study as a framework to help identify the components that composite an organisation’s offerings. There were five components that were identified namely, 1) financial rewards, 2) People (referring to association), 3) Organisational culture, 4) Development and Career opportunities, and 5) Work content. The study followed a quantitative research design using selected questions from a Master’s study conducted by Van der Merwe (2012) on the EVP. The population included females working in a mine plant situated in the Mpumalanga province. The targeted employees were electronically surveyed, attracting 101 African female participants who successfully completed the questionnaire. The researcher was comfortable with the response rate as the surveyed employees accounted for 12.88% of the employees in the plant. The Statistics Package for Social Sciences (SPSS) was used to process the data. The analysis of the results revealed a discrepancy from what was expected from the literature that was reviewed. The results however revealed that on an individual basis, the current organisation largely meets the expectations of participants per EVP component, except for financial rewards, which happens to be the most important component. Development and career development was rated the second most important component, with people (referring to association) component perceived as the least important component.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING: Die tekort aan vrouewerkers in vervaardigingsprosesse, wat as ‘n manlik-gedomineerde omgewing beskou word, het gelei tot ‘n tekort aanAfrika-vroue in die mynbou bedryf. Die teikengehoor het sedertdien ’n minderheid geword, en dit het daartoe gelei dat organisasies is om spesifiek ondersoek in te stel na wat gedoen kan word om die skaars talent wat in die mark beskikbaar is, te behou. Die Korporatiewe Leierskapsraad, oftewel “Corporate Leadership Council” se Werknemerswaardevoorstelmodel is gebruik as die raamwerk om die komponente wat ‘n organisasie se werknemeraanbieding omsluit, te identifiseer. Daar was vyf komponente wat ingesluit is, naamlik 1) finansiele vergoeding, 2) mense – verwys na assosiasie, 3) organisasiekultuur, 4) ontwikkeling en loopbaangeleenthede, en 5) werkinhoud. Die studie het ‘n kwantitatiewe navorsingsontwerp gevolg, en data is ingesamel deur van die vrae van ‘n vorige meesteresgraad studie deur Van Der Merwe (2012) gebruik te maak. Die vraelyste is elektronies aan vroulike werkers in ‘n mynaanleg in die Mpumalanga provinsie gestuur. Honderd-en-een (101) Afrika-vroue werknemers het die vraelys suksesvol voltooi. Die navorser was gemaklik met responskoers, aangesien die respondente 12.8% van die werkers in die aanleg verteenwoordig het Die Statistiese Pakket vir Sosiale Wetenskappe (Statistics Package for Social Sciences) (SPSS) is gebruik om die data te verwerk. Die ontleding van die resultate is teenstrydig met dit wat uit die literatuurstudie verwag is. Die resultate het egter aan die lig gebring dat die organisasie, op ‘n individuele vlak, en per komponent, grootliks aan die verwagtinge van die respondente voldoen. ‘n Uitsondering was die finansiele vergoedings komponent, wat as die belangrikste komponentgeag te word. Ontwikkeling en loopbaanontwikkeling is as die tweede belangrikste komponent aangewys, met mense of die assosiasiekomponent wat as die minste belangrikste komponent beskou is.af_ZA
dc.description.versionMasters
dc.format.extentix, 84 pages ; includes annexures
dc.identifier.urihttp://hdl.handle.net/10019.1/127168
dc.language.isoen_ZAen_ZA
dc.publisherStellenbosch : Stellenbosch University
dc.rights.holderStellenbosch University
dc.subject.lcshEmployee retention -- South Africaen_ZA
dc.subject.lcshEmployee motivation -- South Africaen_ZA
dc.subject.lcshWomen in energy development -- South Africaen_ZA
dc.subject.lcshGender mainstreaming -- South Africaen_ZA
dc.subject.lcshEnergy industries -- Sex differences -- South Africaen_ZA
dc.subject.nameUCTD
dc.titleIdentifying the shortcomings of an employee value proposition for African females in an energy company operating in South Africaen_ZA
dc.typeThesisen_ZA
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