| dc.description.abstract | This study investigates the perceptions of employees on the process of transformation,
restructuring and rationalization in the provincial government department of Roads
and Public Works in Head Office (Mafikeng).
This dissertation is an analysis and interpretation of data collected about the
perceptions of the process on consultation, communication, coordination, resistance to
change, organizational structure design, outsourcing of other functions,
implementation of voluntary severance package, application and implementation of
Resolution 7 of 2002,morale and motivation of employees, implementation of
affirmative action program and employment equity plan.
An extensive literature review was conducted with the hope and intention that will
provide conceptual understanding of transitional experience in the political and socioeconomic
change of South African government. The process is complex because
change and transformation is taking part in an unstable environment.
A sample of 100 subjects was drawn from the population of employees in the
Department of Roads and Public Works. The data obtained from the sample through
7 4 questionnaires collected and interviews of some senior managers was analysed by
making use of descriptive statistics, inferential statistics, the Chi-square test, analysis
of variance (ANOV A) AND T-Test.
The result of descriptive statistics, Chi-Square tests and inferential statistics indicated
that most of the respondents and managers approve of the process of transformation,
restructuring and rationalization.
A significantly large percentages of subjects perceived that the process had brought
about problems in the department ranging from resistance to change, fear of the
unknown, loss of job losses that cause brain drain, lowered service delivery.
The study was hypothesized and this and this helped the statistical techniques to
validate the significant difference between perceptions of employees on the process
about brain drain, institutional problems, implementation of affirmative action
program, outsourcing of functions, implementation of voluntary severance package,
morale and motivation of employees, communication process.
The correlation analysis was conducted by the researcher to find a measure of
association between two random variables which helped to deduce the following findings
The process of transformation, restructuring and rationalization has a statistical
significance on brain drain as result of voluntary severance package and outsourcing
of functions.
The Chi -Square test shows the positive relationships between the process of
transformation, restructuring and rationalization and institutional problems like
quality of service delivery, employees are deployed to other sections, the
implementation of affirmative action program and employment equity plan, costs of
retraining and development after brain drain, the P value is 0,05 meaning that the
variables are independent , they are not related.
The other findings was that the Chi-Square test results shown a correlation of 1,000
for reasoning of outsourcing was necessitated by lack of experience and skills, was
independent from the process of transformation, restructuring and rationalization.
In the hypothesis that morale and motivation decreased when the process was
introduced, demonstrated by the P value which is large than 0,05 which demonstrates
that it can be seen as statistically significant.
The researcher recommends that adapting to change should be a matter of attitudes
and adjusting established value systems to new situations. Since change involve some
type of loss but they can also offer new opportunities as I asserts that many people
lose sight of their value and make decisions on impulse yet values can act as
guidelines for dealing with change.
The researcher recommends also that organizational development be introduced to
assist the organization with effectiveness through management of change techniques,
intervention for change, quality of work life, process consultation | en_US |
