Please use this identifier to cite or link to this item: https://etd.cput.ac.za/handle/20.500.11838/3449
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dc.contributor.advisorStephenson, Sonya, Mrsen_US
dc.contributor.advisorSpencer, J.P., Profen_US
dc.contributor.authorNgcingi, Olwethuen_US
dc.date.accessioned2022-01-28T12:00:09Z-
dc.date.available2022-01-28T12:00:09Z-
dc.date.issued2020-
dc.identifier.urihttp://etd.cput.ac.za/handle/20.500.11838/3449-
dc.descriptionThesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2020en_US
dc.description.abstractAn employee well-being programme is understood to be a positive contributor towards improved employee performance and morale in organisations. The elements that contribute to an employee’s well-being, which are both intangible and to some degree measurable, are physical, emotional and social health. Employee well-being is an individual’s freedom of choice, being able to realise his or her goals and provides a sense of achievement and encouragement. This includes experiencing fairness and equality in the workplace, resources, an individual’s rights to training, security and having access to good health. This study aimed to determine how well-being programmes affect workplace performance and staff perceptions of how an employee wellness programme may influence performance at Company X, a medium-enterprise construction company in the Eastern Cape. The study considered the potential benefits of implementing a well-being programme at the selected company and the ensuing challenges that may be faced. A qualitative methodology was used. Data were obtained from 24 employees at various employment levels in the company by means of semi-structured interviews. Responses were coded and grouped thematically to identify the dominant themes. A strong link was found between employee well-being and workplace performance. Employees believed that the implementation of a well-being programme would foster a positive work environment and improved performance. The findings also indicated some anticipated challenges, including financial costs and time, lack of management support and commitment. However, despite these anticipated challenges, all staff were in favour of the introduction of an employee well-being programme. The results from the data analysis identify organisational policy and structure, training, health and wellness, employee relations, self-development and community engagement as key focus areas for the envisaged well-being programme at Company X.en_US
dc.language.isoenen_US
dc.publisherCape Peninsula University of Technologyen_US
dc.subjectConstruction industry -- Personnel managementen_US
dc.subjectConstruction industry -- Job stressen_US
dc.subjectIndustrial hygieneen_US
dc.subjectWork -- Psychological aspectsen_US
dc.subjectOrganizational effectivenessen_US
dc.titleEmployee perceptions of the impact of an well-being programme on staff performance in the construction industryen_US
dc.typeThesisen_US
Appears in Collections:Business Administration - Master's Degree
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