Motivation strategies in the mining sector: Lessons from Tronox KZN sands

The mining sector is vital for economic growth, yet it encounters considerable workforce challenges, such as hazardous working conditions, fluctuating job security, and low levels of employee motivation. This study investigates the motivation strategies implemented by Tronox KZN Sands to tackle these issues, offering insights that can be beneficial for the broader mining industry. Utilizing Herzberg’s Two-Factor Theory as a foundation, the study assesses the effects of intrinsic and extrinsic motivators, leadership, and organizational culture on employee engagement and productivity. A quantitative methodology was adopted, with data collected from 100 employees at Tronox KZN Sands. The findings indicate that concerns regarding job security, limited recognition, and insufficient financial incentives notably affect motivation levels. The study emphasizes that while hygiene factors, such as workplace safety and equitable compensation, are critical for preventing dissatisfaction, motivators—including career development opportunities and recognition programs—are essential for enhancing engagement and performance. Additionally, the COVID-19 pandemic has intensified workforce challenges, highlighting the necessity for adaptive motivation strategies. The research advocates for a balanced approach that integrates both hygiene factors and motivators to maintain employee commitment. Recommendations include enhancing financial incentives, establishing structured career development initiatives, and promoting a culture of recognition and empowerment. Furthermore, organizations should emphasize transparent communication and workforce stability to alleviate uncertainty and improve job satisfaction. These insights offer practical guidance for stakeholders in the mining sector aiming to formulate effective motivation strategies to enhance workforce productivity and retention. Key Words:Motivation, Herzberg Two Factor Theory, KZN, Mining