Please use this identifier to cite or link to this item: https://hdl.handle.net/10321/4480
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dc.contributor.authorZondo, Robert Walter Dumisanien_US
dc.date.accessioned2022-11-04T11:53:40Z-
dc.date.available2022-11-04T11:53:40Z-
dc.date.issued2018-07-30-
dc.identifier.citationZondo, R.W.D. 2018. The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organisation. South African Journal of Economic and Management Sciences. 21(1): 1-7 (7). doi:10.4102/sajems.v21i1.2046en_US
dc.identifier.issn1015-8812 (Print)-
dc.identifier.issn2222-3436 (Online)-
dc.identifier.otherisidoc: HQ8FX-
dc.identifier.urihttps://hdl.handle.net/10321/4480-
dc.description.abstractBackground: South Africa’s (SAs) decline in labour productivity in the manufacturing sector is a cause for concern. The sector turns to employees for innovative productivity improvement initiatives. Employees need to know what activities they are currently performing that need to improve. This is where a 360-degree performance appraisal system plays a growing role. The 360-degree performance appraisal is a valuable tool that provides an opportunity for employees to work together to identify strengths and areas that need improvement. Aim: This study investigates the influence of a 360-degree performance appraisal system for the improvement of labour productivity in the automotive parts manufacturing sector in SA. Settings: The study investigated the production and related experiences of an automotive parts manufacturing company that has adopted a 360-degree strategy. The company operates in the eThekwini district Municipality in KwaZulu-Natal. It assessed if 360-degree performance appraisal is responsible for the company’s labour productivity improvements. Methods: The investigation was achieved by collecting pre- and post-360-degree quarterly data for spoilage, absenteeism, capital investment and labour productivity. Results: The 360-degree performance appraisal has no influence on labour productivity improvement. However, past capital investment plays a significant role in labour productivity increase. Results also showed a relationship between spoilage rate and labour productivity improvement. Conclusion: In order to maximise performance, a comprehensive performance policy must be developed, which aligns employee appraisal to performance. The study uncovered the strengths and weaknesses of a 360-degree performance appraisal system for labour productivity improvement in SA.</jats:p>en_US
dc.format.extent7 pen_US
dc.language.isoenen_US
dc.publisherAOSISen_US
dc.relation.ispartofSouth African Journal of Economic and Management Sciences; Vol. 21, Issue 1en_US
dc.subject14 Economicsen_US
dc.subjectLabour productivityen_US
dc.subjectManufacturing sectoren_US
dc.titleThe influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organisationen_US
dc.typeArticleen_US
dc.date.updated2022-10-28T13:04:06Z-
dc.identifier.doi10.4102/sajems.v21i1.2046-
item.fulltextWith Fulltext-
item.openairecristypehttp://purl.org/coar/resource_type/c_18cf-
item.languageiso639-1en-
item.openairetypeArticle-
item.grantfulltextopen-
item.cerifentitytypePublications-
Appears in Collections:Research Publications (Management Sciences)
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