Linking remuneration for productivity : a South African perspective in the mining industry

Abstract

The purpose of this study was to gain insight into the motivating factors that drive employee productivity, and to identify key aspects that could potentially eliminate combative wage negotiations and, consequently, contribute to a more sustainable economy. This research study was exploratory in nature, and a qualitative approach for the collection of data was adopted. A total of 16 skilled blue-collar workers were selected to take part in semi-structured interviews to gain insight into their reality. The research found that clear communication from top management is critically important. Remuneration and remuneration policies are not communicated to all staff, and there are misunderstandings regarding what these are. The workers indicated that the most enjoyable aspect of work, and a key motivator, was training and personal development with specific reference to hard skills. This should be central to a performance management system. The blue-collar workers felt they should be better resourced, and have access to better healthcare, if management expected their productivity to increase. They are more attuned to individual performance, but they will use the collective to benefit themselves. Performance management systems and clear job descriptions and remuneration policies should be included in work contracts and clearly communicated with workers. These findings can be employed to motivate top-level performers and poor performers