<strong>Orientation:</strong> As background to the study it can be stated that the ethical conduct of employees in an organisation is of paramount importance to the successful operations of an organisation, both real and perceived. In recent times the ethical conduct of employees has received extensive publicity and, as such, has emphasised the impact of organisational ethics on the global competitiveness of organisations.<p><strong>Research purpose:</strong> The main aim of the paper is to analyse the impact of business ethics in the Eastern Cape Motor Industry Cluster (ECMIC) and the different perceptions regarding such ethics. This is based on the main research question, namely, whether a business ethics model should be developed to assist in creating an ethical organisation.</p><p><strong>Motivation of the study:</strong> The motivation for this study is based on the question of whether there is a dedicated drive within the motor industry to establish an ethical organisation and, if such is the case, what benefits would accrue to the organisations in ECMIC.</p><p><strong>Research design, approach and method:</strong> An empirical study was conducted within ECMIC to test the proposed ethics intervention model. A questionnaire, as the main measuring instrument, was developed and 150 questionnaires were distributed. Statistical hypothesis testing was used, with a significance level set at 5%. The aim of the hypothesis testing was to test whether the percentage responses in certain categories were significantly higher than a pre-determined test-value.</p><p><strong>Main findings:</strong> The research results substantiate the fact that the majority of the surveyed organisations do not implement specific ethics interventions. Nevertheless, the majority of respondents acknowledge the importance of ethical behaviour in the organisation, especially with regard to their financial positions.</p><p><strong>Practical/managerial implications:</strong> From this study it became clear that the implementation of a code of ethics would create a platform for ethical behaviour in organisations. It is also concluded from this study that all organisations must strive towards creating an ethical organisation which would have long-term rewards for the organisation, especially from a financial perspective.</p><p><strong>Contribution/value-add:</strong> This study highlights the fact that although ethics and ethical behaviour in organisations are emphasised and receive wide-spread media coverage, not enough action is linked to this task at hand. The results of this research clearly indicate where the shortcomings are, in the process of establishing ethical organisations and who should be seen as the custodians of such activities.</p><p><strong>How to cite this article:</strong> Lloyd, H.R., &amp; Mey, M.R. (2010). An ethics model to develop an ethical organis...

Orientation: This article provides an investigation into the current level of development of the body of knowledge related to electronic human resource management (e-HRM) by means of a qualitative content analysis. Several aspects of e-HRM, namely definitions of e-HRM, the theoretical perspectives around e-HRM, the role of e-HRM, the various types of e-HRM and the requirements for successful e-HRM, are examined.Research purpose: The purpose of the article was to determine the status of e-HRM and examine the studies that report on the link between e-HRM and organisational productivity.Motivation for the study: e-HRM has the capacity to improve organisational efficiency and leverage the role of human resources (HR) as a strategic business partner.Main findings: The notion that the implementation of e-HRM will lead to improved organisational productivity is commonly assumed; however, empirical evidence in this regard was found to be limited.Practical/managerial implications: From the results of this investigation it is evident that more research is required to gain a greater understanding of the influence of e-HRM on organisational productivity, as well as to develop measures for assessing this influence.Contribution: This article proposes additional areas to research and measure when investigating the effectiveness of e-HRM. It provides a different lens from which to view e-HRM assessment whilst keeping it within recognised HR measurement parameters (the HR value chain). In addition, it not only provides areas for measuring e-HRM’s influence but also provides important clues as to how the measurements may be approached.

Orientation: Even though globalisation has resulted in a more diverse workforce and working environment, talent management strategies have not evolved catering for the diversity experienced in organisations. It is assumed that talent management strategies developed on Western principles can be applied effectively to employees in emerging markets. However, the success of these strategies in creating a high-performance work culture is widely questioned.Research purpose: This study aims to empirically determine the relationship between talent management strategies on the psychological contract, and whether this relationship influences employee retention within diverse working environments, which includes generational cohorts, gender and ethnicity.Motivation for the study: As talent management strategies impact differently on the psychological contract of individuals across the generations, gender and ethnicity, it therefore implies that a fit for purpose talent management strategy must consider these variables. The reason for this study was to determine the influence of talent management strategies on the psychological contract and ultimately retention within the diverse environment of different generations, genders and ethnicity.Research approach/design and method: A structured, closed-ended Likert-type validated questionnaire was distributed to employed persons of differing ethnicity, gender and generations and emanating from various professions within the private and public sector (n = 711). A quantitative survey design was used.Main findings: A significant relationship between the work environment and the psychological contract on retention exists. On the contrary, no significant differences exist between growth and development and financial security. Unlike other research conducted on generational cohorts, this study revealed a strong correlation between talent management strategies and generational cohort preferences.Practical/managerial implications: Talent management strategies need to be flexible and inclusive in terms of generational differences, including but not limited to ethnicity and gender. Human resource practitioners are made aware that the work environment impacts most significantly on the psychological contract and ultimately on retention.Contribution/value-add: This study subscribes to the international literature and provides empirical evidence that demonstrates the importance of generational cohorts, gender and ethnicity when executing talent management strategies. This study empirically provides the basis for human resource (HR) practitioners to develop a customised generational talent management strategy to retain high performing individuals.

Bogotá 2022 RESUMENLa productividad laboral y el talento humano representan factores imprescindibles en las organizaciones, por esta razónes importante implementar estrategiasque permitan aumentar la productividad organizacional a través del talento humano, una de ellas es la motivación.El presente artículo de revisión bibliográfica tuvo como objetivo general fundamentar la motivación del talento humano como una estrategia empresarial para aumentar la productividad en las organizaciones colombianas, el cuál se desarrolló a través de dos objetivos específicos:identificar las estrategias de motivación y describir cuales afectan la productividad laboral. La investigación se realizó a partir de la lectura y revisión de diferentes referentes teóricos nacionales e internacionales en inglés y español acerca de la motivación como estrategia para aumento de la productividad laboral, los resultados de la investigación, arrojaron que diferentes tipos de estrategias tienen efectos positivos en la productividad laboral tales como:reconocimiento y capacitación, flexibilidad horaria, remuneración monetaria entre otros, sin embargo se encontró que los empleadores y las organizaciones deben tomarse el trabajo de conocer las necesidades de sus trabajadores, esto con el propósito de implementar adecuados planes de incentivos que motiven a los funcionarios y así mismo efectuar la satisfacción del personal y una mejor productividad empresarial. Palabras claveMotivación, organización, productividad laboral, estrategias, remuneración, incentivos, reconocimiento, talento humano.

High profile scandals have brought about a renewed interest in business ethics and, in particular, inunderstanding the factors that promote ethical behaviour. Business ethics is about identifying andimplementing values, rules and standards of conduct for guiding morally right behaviour in an organisation’sinteraction with its stakeholders. Against this background a quantitative analysis of the ethical practices of46 companies operating in the Eastern Cape automotive industry was conducted to determine the extent towhich ethics-related interventions contributed to establishing and maintaining an ethical organisationalenvironment. A structured online questionnaire was used to collect the data. The data collected wassubjected to extensive statistical analyses, including Cronbach Alpha coefficients and item total correlations,and various descriptive statistics were included as a quantitative summary of the data. A constant referencevalue for the study was also calculated to allow inferences regarding the significance of the tested variablesto the study. The results revealed that the organisations in the sample are highly ethical due to the presenceof ethics-related interventions, including a code of ethics, committed leadership, adherence to internal andexternal governance requirements, compliance with legislation and encouragement and disclosure ofunethical behaviour. In light of the high number of ethical scandals internationally, this study will add to theempirical body of business ethics research, as it provides organisations with a framework to establish andmaintain an ethical business environment.