Abstract:
This study explored the improvement of individual performance outcomes within the
administrative units of UNISA. The study aimed, in particular, to explore, analyse and
interpret individual performance management practices. It should be noted that this
study did not attempt to cover all the areas of effective and efficient performance
management. The focus was to investigate the processes and approaches for
continuously managing the improvement of individual performance outcomes, which
could lead towards improved institutional performance. The main aim of the study was
to investigate how the performance management system at the University of South
Africa can be approved.
The study adopted qualitative and quantitative research paradigms, thus a
combination of inductive and deductive approaches, sampling and analyses, data
collection and interpretations were used. However, the research design and
methodology in this study primarily focused on a case study design and a mixedmethod approach to reach valid and reliable conclusions. The first part of the thesis
focused on the analysis of literature and empirical documents relating to performance
management approaches and the research design and methodology applied. The
second part focused on the performance management practices at UNISA, the
implementation of surveys/questionnaires, interviews and group-discussions. Lastly,
ideas and themes were identified from the collected data that should answer the
research questions.
The study found that performance management should focus on the identification of
an individual’s strengths and weaknesses in order to enable improved individual
performance outcomes. Therefore, if managers want to manage individuals effectively
and improve individual performance, all related factors, which include motivation,
coaching and monitoring, as well as influencing positive behaviours by individuals,
should form part of the effective performance management system.
Far too often, managers neglect objectively analysing performance appraisals’
outcomes, and compromise by allocating undeserved percentage ratings, mainly to
avoid possible conflict situations. The study’s findings provided valuable insights that
could improve the performance management system at Unisa.
- v -
Some of the recommendations include: that effective performance management
entails co-analysis, co-decision, co-design and co-evaluation, which could lead to the
clear objective setting of targets for implementation by individuals; the implementation
of quarterly appraisals; the implementation of ‘crowdsourcing’ or 360° evaluations;
continuous self-development and training. This study’s outcomes could make a
significant contribution to the body of existing literature in the discipline of Public
Administration. More specifically, in respect of the survey/questionnaires within three
prominent constructs, the triangulation and mixed-methods approach used for this
study; and the case study model applied in the research of the University of South
Africa, as an institution of higher education.
