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This thesis is in fulfillment of a masters study on self-leadership behaviour experiences of the Occupational Health Nurses in an industrial work environment in Cape Town, South Africa . The study was qualitative in nature and an exploratory, descriptive , contextual design was used. Data was analysed using Phenomenological approach. The behavioural strategy framework was used in the study to explore those behaviours that can contribute towards achieving expected outcomes and, thus, play a role in reducing undesirable behaviours that lead to poor outcomes. the Objective which was to develop a guideline for Occupational health nurses working in the private industrial environment was achieved. Ethical clearance was gotten from CPUT Ethics committee (Registration Number NHREC: REC- 230408-014)

The motivation of nurses is a crucial contributing factor to effective health care organisations in South Africa. Major changes are taking place due to the transformation of health services and the migration of nurses in this field. Within this changing environment, nurses might find themselves unfamiliar with their surroundings. This could lead to a lack of involvement and a lack of motivation to participate in the delivery of quality health care. As it was unclear to the as to what the opinions of nurses were regarding their role, and those of nurse managers in addressing nurses' motivational needs in the work situation, this study on motivation was conducted. This study aimed at highlighting the role of the nurse supervisor's and the nurse's role in establishing a motivated nursing corps. An explorative, descriptive, quantitative research project was embarked upon. A purposive, convenience and voluntary sample of 112 nurses attending a second year university course in Health Services Management, was selected to participate in this study. The findings indicate the motivational needs important to nurses. Guidelines were formulated according to which these motivational needs of nurses could be satisfied in future. The purpose of this article is to sensitise nurses and supervisors at all levels of the hierarchy to become more aware of their role in motivating themselves and others in their working environment. Die motivering van verpleegkundiges is 'n kritiese aangeleentheid wat as bydraend tot effektiewe gesondheidsorgorganisasies in Suid-Afrika gesien kan word. Groot veranderinge is besig om plaas te vind weens transformasie van gesondheidsdienste en die migrasie van verpleegkundiges in hierdie veld. Hierdie veranderende omgewing kan daartoe aanleiding gee dat verpleegkundiges, wat nie meer met hul werksomstandighede vertroud is nie, 'n gebrek aan deelname en 'n gebrek aan motivering kan openbaar om gehaltesorg aan die gemeenskap te lewer. Aangesien dit nie vir die outeur duidelik was watter menings verpleegkundiges huldig aangaande die rol van die verpleegbestuurder en hulle eie rol in die aanspreek van hulle motiveringsbehoeftes in die werksituasie nie, was hierdie studie oor motivering onderneem. Die doel van hierdie studie was om die rol van die verpleegbestuurder en die verpleegkundige se eie rol te beklemtoon in die vasstelling van 'n gemotiveerde verpleegkorps. 'n Verkennende, beskrywende, kwantitatiewe navorsingsprojek is onderneem. 'n Doelgerigte gerieflike en vrywillige steekproef van 112 verpleegkundiges, wat 'n universiteitskursus in die tweede jaar in Gesondheidsdiensbestuur bygewoon het, was geselekteer om in hierdie studie deel te neem. Die bevindinge dui die belangrike motiveringsbehoeftes van verpleegkundiges aan. Riglyne is geformuleer waarvolgens hierdie motiveringsbehoeftes van verpleegkundiges in die toekoms vervul kan word. Die doel van hierdie artikel is om verpleegkundiges en toesighouers op alle vlakke van die hiërargie te sensibiliseer om meer bewus te word van hul rol in die motivering van hulself en ander in hul werksomgewing. Key words: Motivation, Self-esteem, Self-concept, Interpersonal skills, Direct supervision (Health SA Gesondheid : interdisciplinary research journal: 2003 8(1): 89-98)

The use of motivation and reward strategies is necessary for empowerment of staff members in their work situation. For motivation to occur in a health service, strategies should focus on self-motivation, expansion and enrichment of tasks, acknowledgement of work performances of nurses, rewards for outstanding service and constructive feedback by managers to nurses. A descriptive, explorative study was done to investigate the current motivational strategies used in health services management settings. A sample of 112 nurses completed a questionnaire that provided information relating to the employer/health service (organisational culture, personal values and expectations), the direct supervisor of a staff member (working relationships, interpersonal skills of the supervisor) and self-concept. Important strategies that should be employed by managers in the establishment of a motivational environment for staff are integrated into a conceptual framework. The framework lends itself for planning of future in-service training of nursing staff members. Special attention will be given to the following nursing management principles: Nurses have to play their own role in the attainment of their personal objectives. Open acknowledgement of work performances of nurses is a priority. Nurses require support and positive feedback that fosters a feeling of self worth. Job descriptions should not prevent staff from moving beyond their core tasks. Change is needed in creating a new organisational climate that favours remuneration. Based on the findings of this research study, the researcher sets out to illuminate the aspects fundamentally involved in maintenance of a motivational working climate for nursing staff members. Die gebruik van motiverings- en beloningstrategieë vir die bemagtiging van personeellede in hulle werksituasie is nodig. Vir motivering, om in 'n gesondheidsdiens plaas te vind, behoort strategieë op selfmotivering, uitbreiding en verryking van take, erkenning van werkverrigting van verpleegkundiges, belonings vir uitstaande dienslewering en konstruktiewe terugvoer van bestuurders aan verpleegkundiges, te fokus. 'n Beskrywende, eksploratiewe studie is uitgevoer wat die huidige motiveringstrategieë wat in bestuursituasies in gesondheidsdienste gebruik word, ondersoek. 'n Steekproef van 112 verpleegkundiges het 'n vraelys voltooi wat inligting aangaande die werknemer/gesondheidsdiens (organisatoriese kultuur, persoonlike waardes en verwagtinge), die direkte toesighouer van 'n personeellid (werksverhoudinge, interpersoonlike vaardighede) en selfkonsep voorsien het. Belangrike strategieë wat deur bestuurders gebruik behoort te word in die vestiging van 'n gemotiveerde klimaat vir personeel, word in 'n konseptuele raamwerk vasgelê. Hierdie raamwerk leen homself tot toekomstige beplanning van indiensopleiding vir verpleegpersoneel. Spesiale aandag sal aan die volgende bestuursbeginsels geskenk word: Verpleegkundiges is self betrokke by die bereiking van hulle persoonlike doelwitte. Openlike erkenning van werkprestasies van verpleegkundiges is 'n prioriteit. Verpleegkundiges vereis ondersteuning en positiewe terugvoer wat 'n gevoel van selfwaarde bevorder. Werkbeskrywings behoort personeel nie te verhoed om buite hul kerntake te beweeg nie. Verandering is nodig in die skep van 'n nuwe organisatoriese omgewing wat beloning voorstaan. Gebaseer op die bevindinge van hierdie navorsingstudie, poog die navorser om aspekte wat fundamenteel in die behoud van 'n motiverende werksklimaat vir verpleegpersoneellede is, uit te lig. (Health SA Gesondheid: interdisciplinary research journal: 2002 7(2): 14-24)