South Africas Motivational

System
MARA AMPARO PUCHADES, NOELIA GARCA, BELN SNCHEZ

INDEX
1. Introduction.
2. Cultural dimensions analysis.
3. Motivational system.
3.1 Managerial/supervising level.
3.2 Skilled technical level.
3.3 Semi-skilled level.

1. INTRODUCTION
Motivational system is a managerial instrument which describes the ways
in which managers promote productivity in their employees.
Understanding your employees and what motivates them is key for the
companys success. Therefore, the company should consider the different
motivating factors such as recognition, autonomy in the job, the pay
Bearing in mind that their importance will vary from culture to culture and
distinguishing between three levels: managerial, skilled technical and semiskilled.
In our report, we are going to develop a motivational system for companies
in South Africa.
First of all, we will analyse the different cultural dimensions according to
Hofstedes theory. Based on this analysis, we will select the most relevant
motivating factors for them.

2. CULTURAL DIMESIONS ANALYSIS

Background
Before beginning with the analysis, we have to keep in mind the different
factors that have shaped the South African culture.

South Africa is a land of diversity; with a wide variety of cultures, languages

and religious beliefs. Africans are in the majority, making up 79.2% of the
population; coloured and white people each make up 8.9% of the total; and
the Indian/Asian population 2.5%.
From 1948 to 1994 apartheid or racial segregation caused great suffering
among the black population. Even though, the situation has changed, racial
discrimination is still widespread in society and this is reflected in how the
companies function, as it is shown on the graph below.

Source: Stats SA

Analysis
Exploring the culture of South Africa, we can get a good overview of the driving
factors of its culture relative to Germany and Saudi Arabia.

Source: geert-hofstede.com

Power Distance
South Africa has scored 49 out of 100, so that means hierarchy in the
organization is seen as reflecting inherent inequalities, centralization is popular,
subordinates expect to be told what to do and the ideal boss is a benevolent
autocrat.

Individualism
South Africa, with a score of 65 is an Individualist society. This means there is a
high preference for a loose social framework in which individuals are expected
to take care of themselves and their immediate families only. The society also
tends to be performance oriented.

Masculinity
Being a masculine society, South Africans are said to live in order to work.
Managers are expected to be decisive and assertive, there is an emphasis is on
equity, competition and performance and conflicts are resolved by fighting
them out. Employees will be driven by competition, achievement and success,
the latter being defined by the best in the field.

Uncertainty Avoidance

South Africa has a low preference for avoiding uncertainty. So it maintains a

more relaxed attitude in which practice counts more than principles and
deviance from the norm is more easily tolerated. Moreover, people believe there
should be no more rules than the necessary and if they do not work they should
be changed. In companies schedules are flexible, hard work is undertaken when
necessary, precision does not come naturally and innovation is not seen as
threatening.

Long Term Orientation vs. Short Term Orientation

A low score of 34 on this dimension means that in South Africa is more a shortterm oriented country. The culture is more normative than pragmatic, so they
prefer to maintain time-honoured traditions and norms while viewing societal
change with suspicion. They exhibit great respect for traditions, a relatively
small propensity to save for the future, and a focus on achieving quick results.

3. MOTIVATIONAL SYSTEM
Manag
ers

Skilled
technic
al
worker
s

Characteristics
Autocratic
Mainly white
Individualists
Performance
oriented
Low
uncertainty
avoidance
Assertiveness

Individualists
Mainly white
Low context
Performance
oriented
Middle-low
power
distance

Needs
Selfactualization
Self-esteem
Recognition
Status

Self-esteem
Recognition
Status
Some social
needs
Security

Motivating Factors
Having power
and authority
Awards for
Superior
Performance
Opportunity for
personal
growth and
development
Sense of
achievement

Quality of
leadership
Base pay
Incentives and
bonuses
Flexible worklife balance
Praise from
supervisor and
co-workers
Opportunity for

career
advancement

Semiskilled
worker
s

High diversity
Less
individualists
Middle-high
power
distance
Future
orientation

Social needs
Safety needs
Security
Protection

Feedback on
my
performance
Close
supervision
Peaceful work
environment
Job security
Work safety
Financial
stability

What we propose for South African companies is to implement a threetier motivational system like the one we have above. However its also
important to consider who is going to motivate each level.
Managers, who pursue to further their careers and aspire to be promoted,
should be motivated by the shareholders of the company. Because of this,
shareholders or top management should reward them, make them feel that
they have a say in the company and that a good performance could lead
them to a promotion. In spite of this they should make it clear that they are
still the ones in charge.
At the same time managers will motivate the rest of the employees in the
company: skilled technical workers and semi-skilled workers.
Good managers of skilled workers are perceived to show a strong and direct,
yet democratic and participative, style. They use a transformational
leadership style which means that managers have to be charismatic,
intellectually stimulating and inspirational. Moreover, they have to give
personalized attention to their employees.
Motivating skilled workers is especially important in South Africa due to the
fact that many of them are daily migrating abroad for better job conditions.
Finally, in order to motivate the diverse and in many respects an
unpredictable group of semi-skilled workers, managers should also take in to
account that this group is more collectivist ad their needs are different. For
example they should feel that they have financial stability, job security,
work safety and have them working together towards a common goal and
praise and reward them as a team.