Factors perceived to affect employee satisfaction and productivity at a mine in the Northern Cape

Abstract

This study investigates the factors perceived to negatively affect employee satisfaction and productivity at the mine. More especially the analysis focuses on the implementation of the incentive schemes without the involvement of the workers 'unions, a situation which has led to misunderstanding between management and the unions. The study also focused on the following specific objectives: - To investigate the effect of lncentive Schemes on employee satisfaction, employee relations and productivity; - To investigate employees satisfaction with and perceptions of the implementation and awarding of Incentives; - To investigate employees perceptions of the effect of Union bargaining on employee satisfaction and productivity; - To investigate whether perceptions with regard to unions and incentive schemes differ depending on demographic classifications. The study sought to answer the following research questions; 1.3.1 Does the failure to negotiate incentive schemes with the unions cause friction between employees? 1.3.2 [s the imposing of the incentive schemes on employees leading to mistrust between employees and supervisors because the employees feel unfairly treated? l.3.3 Are incentive schemes extended to supervisory. middle and senior management jobs because of the criteria for awarding the incentives have not been negotiated with the unions? 1.3.4 Are strikes and go-slows a result of employees 'misconception that management has the ability to pay salary increases if management is able to give incentives? 1.3.5 Do employees feel de-motivated thinking other employees are paid more than them a result of simply not understanding the scheme as it is not negotiated with their unions? The data collected was subject to quantitative analysis. A questionnaire was developed and used as a data collection instrument. There were 122 completed questionnaires returned using simple random sampling technique. Out of the returned questionnaires, 119 were completed satisfactorily. The number of 119 returned questionnaires was considered an adequate sample size according to Krejcie and Morgan (1970:608).The study revealed that there was a positive correlation between incentive scheme concerns and other variables like age and citizenship, indicating that environmental concerns were true. Results revealed a positive correlation between knowledge of incentive concerns and other variables like citizenship and length of service indicating that incentive concerns were true. Other results revealed a correlation between satisfaction of the incentive scheme concerns and the age of respondents. Other concerns included the correlation between collective bargaining arid the incentive scheme.