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Dissertations / Theses on the topic 'Department for Culture'
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Smith, Martha Anne. "The organizational culture of the academic department: A case study of a Department of Biological Sciences." W&M ScholarWorks, 1992. https://scholarworks.wm.edu/etd/1539618811.
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The purpose of this study was to examine theories of organizational culture typically applied to the university level of organization and their applicability to the academic department. Chaffee and Tierney's (1988) theory of organizational culture, dimensions of culture, and leadership strategies became the basis for a qualitative case study of a Department of Biological Sciences in a metropolitan university.;Interviews of current faculty members, current and former deans, and other administrators were conducted. Observations were made of faculty meetings and retreats and of departmental governance committee meetings. Extensive review of documents and correspondence covering more that twenty years provided additional data.;Interview and observation transcripts and documents were analyzed in terms of Chaffee and Tierney's (1988) concepts of the structural, environmental, and values dimensions of the department. Linear, adaptive, and interpretive strategies of faculty members and the department chair were identified.;The department was found to have what Clark (1972) refers to as strong organizational saga, or a sense of unique accomplishment which serves to maintain and perpetuate the integrity of the culture. Central to the value system of the Department of Biological Sciences is the shared sense that the department is unique in the degree to which faculty members work together cooperatively for the good of the department. These strong values were rooted in an earlier era when the department was experiencing growth and development of its research programs under adverse circumstances.;The primary usefulness of the results of this study go far beyond the particular findings for this individual academic department. Most important is the demonstration of the value of using this method of organizational analysis to understand the role of culture in shaping and perpetuating the organization. Administrators, department chairs, and faculty members can enhance their understanding of the departmental organization by applying concepts of organizational culture.;Further study and analysis are needed to evaluate disciplinary and institutional similarities and differences in departmental culture and to expand the existing theory to accommodate the variety of academic departments in colleges and universities.
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Londoño-Vega, Patricia. "Aspects of religion, culture and sociability in Antioquia (Colombia), 1850-1930." Thesis, University of Oxford, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.670232.
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Nung, Tai-fai Paul. "Subject department effectiveness the impact of work patterns and workplace culture /." Click to view the E-thesis via HKUTO, 2005. http://sunzi.lib.hku.hk/hkuto/record/B35718870.
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Nung, Tai-fai Paul, and 農大輝. "Subject department effectiveness: the impact of work patterns and workplace culture." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2005. http://hub.hku.hk/bib/B35718870.
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Oelze, Micah J. "The Symphony of State: São Paulo's Department of Culture, 1922-1938." FIU Digital Commons, 2016. http://digitalcommons.fiu.edu/etd/2549.
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In 1920s-30s São Paulo, Brazil, leaders of the vanguard artistic movement known as “modernism” began to argue that national identity came not from shared values or even cultural practices but rather by a shared way of thinking, which they variously designated as Brazil’s “racial psychology,” “folkloric unconscious,” and “national psychology.” Building on turn-of-the-century psychological and anthropological theories, the group diagnosed Brazil’s national mind as characterized by “primitivity” and in need of a program of psychological development. The group rose to political power in the 1930s, placing the artists in a position to undertake such a project. The Symphony of State charts this previously unexamined intellectual project and explains why elite leaders believed music to be the most-promising strategy for developing the national mind beyond primitivity. In 1935, they founded the São Paulo Department of Culture and Recreation in order to fund music education, train ethnomusicologists, commission symphonies, and host performances across the city. Until now, historians of twentieth-century Brazil have praised music as a critical site for marginalized groups to sound out political protest. But The Symphony of State shows the reverse has also been true: elite groups used music as a top-down civilizing project designed to naturalize racial hierarchies and justify class difference.
The intellectual history portion of the dissertation turns on archival sources, newspaper accounts, personal correspondence, modernist literature, and the period’s scholarly journals. The examination of literary form, discourse analysis, and marginalia lends depth to a carefully-documented study of ideas. Then, The Symphony of State brings to bear an innovative reading of ethnographic field books, vinyl records, and music scores to show that the department’s scholarship and symphonic compositions alike furthered the narrative of a nation jeopardized by primitivity. What is more, the department’s composers employed musical properties such as harmony and dissonance as metaphors to convince listeners that a harmonious society required the maintenance of racial and class hierarchies. In bringing further clarity to the department’s intellectual project, the sections featuring music analysis speak to the value of reading music as an historical text.
The dissertation accomplishes multiple goals. It uncovers the theory of national psychology driving the musical institution; examines ethnographic material to further understand racial and regional prejudice in the period; and analyzes concert music commissioned and performed by the municipal department. The examination of the musical institution reveals a moment in Brazilian history in which national identity was constructed atop the notion of a shared psychology and in which modernity was believed to come with the musical tuning of the body politic and the training of its mind.
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Strudwick, Ruth M. "An ethnographic study of the culture in a diagnostic imaging department." Thesis, University of Salford, 2011. http://usir.salford.ac.uk/26925/.
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The aim of this study was to explore the culture in a Diagnostic Imaging Department (DID) with the primary focus on Diagnostic Radiographers (DRs). The objectives were to describe the culture in a DID and highlight the current workplace cultural issues that face DRs, to explore how people learn to become a DR and how they become professionally socialised, and to observe and describe how DRs communicate and interact within the DID. Method An ethnographic approach was used and participant observation was carried out for a four month period in a DID in the East of England. Semi-structured interviews with ten key informants were carried out to explore further the issues uncovered by the observation. Results The data was analysed using thematic analysis and four overarching concepts were identified. Relationships with patients Relationships with colleagues Structure and environment Characterising the role of the DR DRs exhibit resistance to change; and ambivalence to research, continuing professional development (CPD) and evidence-based-practice. Domination by the medical profession remains and affects the culture. DRs continue to conform to accepted behaviour; this is passed on through role modelling. They make a rapid assessment of patients in order to deal with them; theytend not to become involved with patients emotionally; exercising professional detachment. Team working evidently plays an important role in the DID. Conclusion The results of this study help to describe the complex nature of the culture in the DID. The DID is a task-focussed environment where efficiency is important, as a result patient care and quality of service may suffer. DRs need to be more pro-active in promoting and developing their profession. Recommendations Further research is recommended into patient care skills, the level of or need for emotional intelligence, coping strategies used and the process of professional socialisation.
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Zhou, Xiaozhou. "Behind classroom codeswitching : culture, curriculum and identity in a Chinese university English department." Thesis, University of Warwick, 2011. http://wrap.warwick.ac.uk/51592/.
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This is an exploratory mixed methods case study which investigates a number of critical issues regarding the teaching and learning of an English Language and Literature Department (henceforth the ELLD) in a Chinese university, including curriculum development, content-based instruction, and teachers’ cultural, professional and disciplinary identities etc. It originally aimed to examine three university teachers’ codeswitching behaviours. Classroom observation, interview and stimulated recall were employed to collect data for the Phase I of the study. However, analysis of codeswitching categories identified a predominance of extended expositions of Western and Chinese literature, culture and philosophy etc., which prompted the follow-up interviews (Phase II) further exploring the relevant issues concerning the disciplinary construction of ELLD in China. Findings from follow-up interviews suggested that teachers’ classroom practice was influenced by their cultural, professional and disciplinary identities. It also became clear that in the ELLD context, approaching literature, culture and philosophy from both the Chinese and Western perspectives reflected a cross-cultural view of the content-based teaching for the teachers. Moreover it highlighted the current lack of courses on liberal arts and excessive emphasis on English language skills in the national curriculum for the English majors. This study reveals a fundamental problem of the development of the ELLD in Chinese universities. It is suggested that awareness should be raised of target language use in both skills-based and content-based courses in the EFL context in China. In addition, it recommends further research to explore ways in which the national curriculum might be reformed to reflect the humanities characteristics of ELLD and universities should be given more space and freedom to address their specific requirements within the national curriculum.
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Cullinan, Cristine Ann. "Experience, education, culture and context : a case study of the forces that shape department chair behavior /." view abstract or download file of text, 2001. http://wwwlib.umi.com/cr/uoregon/fullcit?p3024512.
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Thesis (Ph. D.)--University of Oregon, 2001.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 172-177). Also available for download via the World Wide Web; free to University of Oregon users.
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Ocnarescu, Ioana Cristina. "Aesthetic experience & innovation culture : the aesthetic experience in an R&D department through design and for innovation culture." Phd thesis, Ecole nationale supérieure d'arts et métiers - ENSAM, 2013. http://pastel.archives-ouvertes.fr/pastel-01016795.
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This thesis, conducted at Alcatel-Lucent Bell Labs France under the supervision of LCPI Laboratory and Strate Collège, explores the concept of aesthetic experiences in an R&D department.One of the current interests of design research explores the concept of User eXperience (UX) and provides frameworks and methods to observe, describe and generate a rich product experience. Other recent studies focus on the aesthetic experience in organizations. Using an Action-Research approach, we extend the knowledge on aesthetic experiences through a new perspective: rather than looking at the users' experience, we framework the experience of multidisciplinary R&D teams through a qualitative and quantitative study. Our experimentation field consists of multidisciplinary projects from the Applications Research Domain (APPRD) - the multidisciplinary department of Alcatel-Lucent Bell Labs. We study the most memorable projects - those that trigger aesthetic experiences in the work experience of research-engineers. Our goal is to understand what is the link between aesthetic experience feelings, design practices and aspects of the innovation culture. Finally, we propose a descriptive framework of aesthetic experience in this context and we show first implications to trigger this type of experience in a multidisciplinary R&D department.
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Koch, Daniel. "Structuring Fashion : Department Stores as Situating Spatial Practice." Doctoral thesis, KTH, Arkitektur, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-4321.
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This dissertation investigates department stores as complex spatial and cultural buildings, in which values and ideas are expressed, negotiated, and produced. Situated in a cultural context commonly referred to as a society of consumption, where identity and social structures are worked out through consumption rather than production, the query turns to a specific act of consumption: that of shopping. More precisely, it investigates the role of space and spatial distribution in shopping. How space is distributed, arranged, or ordered allows for different possibilities in constructing categories from which the shoppers are to make a selection, and for how these categories can be related to one another, which informs the shoppers what belongs together, what is to be held apart, what is important, what is private, what is public, and what is of higher or lower status. It further supports, prevents, and promotes different routes and choices, giving different patterns of presence, publicity, privacy, purpose, etc. that not only affects the atmosphere of the spaces, but makes suggestions of what is found in them. These questions are investigated through a series of conceptual laboratories, each addressing the problem from different standpoints and focusing on different parts of the question: from how categories are constructed and given character, to how they form systems of values, how shoppers are trained in aesthetics of fashion, how relative degrees of presences are made use of, and how they appear influenced by spatial distribution. In this, the work shifts between qualitative and quantitative methods, each completing and evolving the other. It shows that to a remarkable degree, much of the emergent values and ideas can be understood through the filter of spatial configurations, and especially when treated as two systems: one of exposure and one of availability. As similar operations also affect patterns of movement and being, which enables them to also be related to publicity, privacy, and other social characters, the department stores can be understood as not only commercial spaces but as sites of negotiation of public culture. As such, both the analytic model and the more specific findings have important implications for architectural theory in general.QC 20100803
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Burström, Lena. "Patient Safety in the Emergency Department : Culture, Waiting, and Outcomes of Efficiency and Quality." Doctoral thesis, Uppsala universitet, Institutionen för kirurgiska vetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-223987.
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The overall aim of this thesis was to investigate patient safety in the emergency department (ED) and to determine whether this varies according to patient safety culture, waiting, and outcomes of efficiency and quality variables. I: Patient safety culture was described in the EDs of two different hospitals before and after a quality improvement project. The questionnaire “Hospital Survey on Patient Safety Culture” was used to investigate the patient safety culture. The main finding was that the staff at both hospitals scored more positively in the dimension Team-work within hospital after implementing a new work model aimed at improving patient flow and patient safety in the ED. Otherwise, we found only modest improvements. II: Grounded theory was used to explore what happens in the ED from the staff perspective. Their main concern was reducing patients’ non-acceptable waiting time. Management of waiting was improved either by increasing the throughput of patient flow by structure pushing and by shuffling patients, or by changing the experience of waiting by calming patients and by feinting to cover up. III: Three Swedish EDs with different triage models were compared in terms of efficiency and quality. The median length of stay was 158 minutes for physician-led team triage compared with 243 and 197 minutes for nurse–emergency physician and nurse–junior physician triage, respectively. Quality indicators (i.e., patients leaving before treatment was completed, the rate of unscheduled return within 24 and 72 hours, and mortality rate within 7 and 30 days) improved under the physician-led team triage. IV: Efficiency and quality variables were compared from before (2008) to after (2012) a reorganization with a shift of triage model at a single ED. Time from registration to physician decreased by 47 minutes, and the length of stay decreased by 34 minutes. Several quality measures differed between the two years, in favour of 2012. Patients leaving before treatment was completed, unscheduled return within 24 and 72 hours, and mortality rate within 7 and 30 days all improved despite the reduced admission rate. In conclusion, the studies underscore the need to improve patient safety in the ED. It is important to the patient safety culture to reduce patient waiting because it dynamically affects both patients and staff. Physician-led team triage may be a suitable model for reducing patient waiting time and increasing patient safety.
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Davis, Brooke. "What Is Needed to Enable a Cultural Shift in the Market Research Department at the Gangler Company?" Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc700092/.
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This thesis investigates how to create an environment for organizational change within the Market Research Department at the Gangler Company (a US-based consumer products company). I explore what is influencing the current cultural environment and which of those influencers can be shifted to encourage organizational change toward the “ideal” culture that the organization has identified. Using new institutionalism as the theoretical approach, I discuss the significance of institutional forces (such as the economy and the rise in technology) on the cultural elements (i.e. behaviors, ideas, material artifacts and social structures) in the Market Research Department. Lastly, I show that by understanding those institutional influences, I can better assess what cultural elements can be shifted and which cannot. Of the cultural elements that are able to be shifted, I recommend three interventions that the organization should employ: 1) from a contrive culture to a culture of candor, 2) from a culture of division to a culture of cohesion, and 3) from a culture of knowing to a culture of learning.
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Nkoana, Nthabiseng Martha. "Evaluation of gender equity programme implementation in Limpopo Provincial Department of Sport, Arts and Culture." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5437.
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Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.ENGLISH ABSTRACT: Since the democratic dispensation in South Africa, attempts were made in earlier studies to make recommendations for the implementation of gender equity in the labour markets. Until now companies and public service departments have done little to ensure gender equity. Most efforts made were merely window-dressing given that previous studies provide evidence of fewer female employments in Senior Management Service (SMS) positions across the public service. South Africa has introduced a legal framework to support the Employment Equity Act, 1998 (RSA, Act 55 of 1998). The study sets out to evaluate the extent of gender equity implementation in Limpopo Provincial Department of Sport, Arts and Culture. The EEA, 1998 (RSA, Act 55 of 1998) aims to redress employment inequalities previously experienced by racially, culturally and sexually marginalized South Africans. Departmental human resource processes are evaluated to establish equity measures necessary to achieve the purpose of the EEA, 1998 (RSA, Act 55 of 1998). This study reviews employment equity practices from various countries to establish best practice. Issues and proposed strategies for improvements surrounding employment equity legislation in South Africa are also highlighted. The study is extended to other departments to establish accountability standards as well as actions and penalties available for noncompliance. The findings from the study indicate that women are mostly employed in middle management while male employees continue to dominate the top management in spite of the Department of Public Service and Administration’s (DPSA) strategic goal to reach a 50% equal employment at SMS by 31 March 2009. Suggestions are provided to accelerate implementation of gender equity in Limpopo Provincial Department of Sport, Arts and Culture. Given that the study was based on a representative sample of a single public service department, the findings may as a result not be generalized to the entire South African public service.
AFRIKAANSE OPSOMMING: Sedert die demokratiese bedeling in Suid-Afrika was pogings in vroeë studies aangewend om aanbevelings te maak vir die implementering van geslagsgelykheid in die arbeidsmark. Tot dus- ver het maatskappye en staatsdiens departemente min gedoen om geslagsgelykheid te bevorder. Talle pogings wat aangewend was, is niks meer nie as uiterlike vertoon, gegee die feit dat vorige studies bewysstukke lewer van minder vroulike indiensneming in Senior Bestuursdiens (SBD) posisies deur die staatsdiens. Suid -Afrika het `n wetgewende raamwerk ingestel om die Gelyke Indiensnemingswet, 1998 (RSA, Wet 55 van1998) te ondersteun. Die studie het ten doel om die implementering van geslagsgelykheid in die Limpopo Provinsiale Departement van Sport, Kuns en Kultuur te evalueer. Die GIW, 1998 (RSA, Wet 55 van 1998) beoog om die indiensnemings ongelykhede te herstel, wat voorheen ondervind was deur rasse, kulturele en geslagtelik gemarginaliseerde Suid-Afrikaners. Departementele menslike hulpbron prosesse word beoordeel ten einde die billikheidsmaatreëls te bepaal wat nodig is om die doelwitte van die GIW, 1998 (RSA, Wet 55 van 1998) te bereik. Hierdie studie raadpleeg gelyke indiensnemings praktyke van verskillende lande ten einde die beste praktyk te stig. Aangeleenthede en voorgestelde strategieë vir die bevordering van wetgewing oor gelyke indiensneming in Suid-Afrika word ook beklemtoon. Die studie word uitgebrei na ander departemente om standaarde oor aanspreeklikheid te bepaal, asook optrede en strafmaatreëls vir nie-voldoening daaraan. Die bevinding van die studie dui daarop dat vrouens meestal op middel bestuursvlak in diens geneem word, terwyl manlike werknemers aanhou om die top bestuursvlak te domineer, ten spyte van die Departement van Staatsdiens en Administrasie (DSDA) se strategiese doelwit om 50% gelyke indiensneming op SBD- vlak teen 31 Maart 2009 te bereik. Aanbevelings word gemaak om die implementering van geslagsgelykheid te versnel in die Limpopo Provinsiale Departement van Sport, Kuns en Kultuur. Gegee die feit dat die studie gebaseer was op `n verteenwoordigende monster van `n enkele staatsdiens departement, mag die bevindinge gevolglik nie veralgemeen word met die totale Suid-Afrikaanse staatsdiens nie.
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Iyer, Megan. "The development of a strategic plan for the KwaZulu-Natal Department of Education and Culture." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/49681.
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Thesis (MBA)--Stellenbosch University, 2000.ENGLISH ABSTRACT: "The national education leadership is unanimous that our system of education and training has major weaknesses and carries deadly baggage from our past. Large parts of our system are seriously dysfunctional. It will not be an exaggeration to say that there is a crisis at each level of the system" (The Natal Mercury, Tuesday 27 July 1999). The above heart-wrenching statement by Professor Kader Asmal, Minister of Education, echoes the sentiments and concerns of all stakeholders within the KwaZulu-Natal schooling fraternity. This study project proposes that the biggest reason for the present crisis in education in KwaZulu-Natal is that there is no formal, structured and focused strategic management process. The objective of the study project is to craft a strategic plan for the KwaZulu- Natal Department of Education and Culture (hereafter referred to as KZNDEC), thereby providing a catalyst to the department in realising the importance of strategic management, while illustrating the application of the strategic management process in the department. The first part of the study project is intended to set the scene. Chapter 2, firstly, provides an overview of strategic management, and, secondly, discusses the application of strategic management in the public sector. It emphasises that public organisations function in an environment where there is a lesser degree of market exposure and a greater degree of reliance on appropriations from authoritative bodies than with private sector organisations. This significant difference has necessitated two minor adaptations to the model, as designed in chapter 3. The model as proposed by Thompson and Strickland (1996: 4) was adapted to suit the needs of the KZNDEC. The second part of the study project is the practical application of the model, designed in chapter 3, to the KZNDEC. Given the seriousness of the situation, the widespread and complicated "cancerous" problems plaguing the department, and the expectations of stakeholders, chapter 7 proposes that the primary means of achieving its vision, and thereby meeting its new demands and challenges, is to reinvent the department by creating a high-performance organisation. The following strategies are proposed: • The recruitment, into key strategic positions in the department, of a team of high powered business-cultured individuals that are fully empowered and supported by the national and provincial Ministers of education; • The design and implementation of management structures, as proposed in Figure 3.3, to cost-effectively support the core activities of the department; • To create a performance driven culture underpinned by good work ethic and a strong value system; • Develop the professional quality of the teaching force by educators being well trained and thoroughly prepared in organisational, administrative, managerial and research skills in order to run schools like successful businesses; • Develop administrative competence that fully supports the core activities through rationalisation of the administrative functions at "centres of excellence" to overcome scarce skills and budgetary constraints; • The building of capacity through focused and intensive training and developmental programmes; • To restrict personnel costs to at most 85% oftotal costs; • Address the inequity in education provision through the implementation of the norms and minimum standards for the funding of public schools; • Fostering public-private partnerships with International Donor Agencies to assist by way of financial aid, skills transfer, and training and development; • Improve the public image of the department; and • A commitment to the concept of Ubuntu with emphasis on caring. The end result of the study project is a clearly defined, thorough and well thought-out strategic plan for the KZNDEC, which could be of immense benefit in assisting the department to compile their own strategy. There are a few thought-provoking strategies that are sensitive and radical, as good strategy should be.
AFRIKAANSE OPSOMMING: "Die leierskorps van nasionale onderwys is dit eens dat ons stelsel van onderwys en opleiding ernstige swakhede bevat en swaar dra aan dooie bagasie uit ons verlede. Groot gedeeltes van ons stelsel gaan mank aan ernstige gebreke. Dit sou geen oordrywing wees om te beweer dat daar 'n krisis bestaan op elke vlak van die stelsel" (Vry vertaal uit The Natal Mercury, Dinsdag 27 Julie 1999). Bogenoemde beklemmende verklaring deur Professor Kader Asmal, Minister van Onderwys, vervat die sentimente en besorghede van alle belanghebbendes binne KwaZulu-Natal se skoolgemeenskappe. Hierdie studieprojek huldig die standpunt dat die belangrikste rede vir die huidige krisis in die onderwys in KwaZulu-Natal is dat 'n formele, gestruktureerde en toegespitste strategiese bestuursproses ontbreek. Die doel met die studieprojek is om vir die KwaZulu- Natal Departement van Onderwys en Kultuur (hierna genoem KZNDOK), 'n strategiese plan te ontwerp om daardeur te poog om die Departement oor te haal om die belangrikheid van strategiese bestuur te besef, en terselfdertyd die toepassing daarvan in die Departement te illustreer. Die eerste gedeelte van die studieprojek het ten doel om die agtergrondsituasie te skep. Hoofstuk 2 verskaf eerstens 'n oorsig van strategiese bestuur en, tweedens, 'n bespreking van die toepassing van strategiese bestuur in die openbare sektor. Dit beklemtoon dat openbare organisasies binne 'n omgewing funksioneer waarin daar 'n geringer mate van markblootstelling voorkom en 'n groter mate van steun op gesagsliggame as wat die geval is met private organisasies. Hierdie betekenisvolle verskil het twee geringe aanpassings aan die model, soos ontwerp in hoofstuk 3, genoodsaak. Die model, soos voorgestel deur Thompson en Strickland (1996:4) is aangepas om by die behoeftes van die KZNDOK te pas. Die tweede deel van die studieprojek behels die praktiese toepassing van die model, ontwerp in hoofstuk 3, op die KZNDOK. Gegewe die erns van die situasie, die vertaktheid van die gekompliseerde "kankeragtige" probleme wat die Departement teister, en die verwagtinge van die belanghebbendes, doen hoofstuk 7 aan die hand dat die primêre wyse waarop die Departement sy visie kan vervul, en daardeur sy nuwe eise en uitdagings kan nakom, is om dit te herskep in 'n organisasie met hoë werkverrigting. Die volgende strategieë word voorgestel: • Die werwing, vir sleutel-strategiese poste in die Departement, van 'n span gesaghebbende individue wat besigheidsgeorienteerd is, ten volle bemagtig is en gesteun word deur die nasionale en provinsiale ministers van onderwys. • Die ontwerp en instelling van bestuurstrukture, soos voorgestel in Figuur 3.3., om die kernaktiwiteite van die Departement op kostedoeltreffende wyse te ondersteun. • Om 'n prestasiegedrewe kultuur te skep wat berus op 'n etos van goeie dienslewering en 'n sterk waardestelsel. • Ontwikkel die professionele kwaliteit van die onderrigkorps deur opvoeders wat goed opgelei en deeglik voorbereid is ten opsigte van organisatoriese, administratiewe, bestuurs- en navorsingsvaardighede ten einde skole soos suksesvolle besighede te bestuur. • Ontwikkel administratiewe bevoegdhede wat die kernaktiwiteite ten volle ondersteun, deur rasionalisering van die administratiewe funksies by uitnemende sentra om skaars vaardighede en begrotingsbeperkinge te bowe te kom. • Die bevordering van bekwaamheid deur toegespitste en intensiewe opleiding en ontwikkelingsprogramme. Om personeeluitgawe tot maksimum 85% van totale uitgawe te beperk. • Om die ongelykheid in onderwysvoorsiening te probeer uitskakel deur die instelling van norme en minimum standaarde ten opsigte van die befondsing van openbare skole. • Kweek openbare-private venootskappe met internasionale skenkeragente om ondersteuning te verleen by wyse van finansiele hulp, die oordra van vaardighede en opleiding en ontwikkeling. • Verbeter die openbare beeld van die Departement. • 'n Verbintenis tot die begrip Ubuntu met die klem op omgee. Die eindresultaat van die studieprojek is 'n duidelik uitgestipte, deeglike en weldeurdagte strategiese plan vir die KZNDOK, wat van enorme waarde kan wees om die Departement te ondersteun in die saamstel van sy eie strategie. 'n Paar uitdagende strategieë word voorgehou, wat sensitief en radikaal is, soos goeie strategie behoort te wees.
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Tamari, Tomoko. "Women and consumption : the rise of the department store and the #new woman' in Japan 1900-1930." Thesis, Nottingham Trent University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.250447.
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The aim of this research is to seek to situate women in the development of consumer culture in Japan in the period 1900-1930. This period saw the beginnings of mass consumption and the rise of what was to become one of its central institutions, the department store. One of the most important department stores to emerge was Mitsukoshi, which provided a site in which the new tastes and lifestyles of consumer culture and western modernity could be looked at, sampled and practiced. In effect the store could be seen as providing a new form of 'intimate public sphere' for women. Mitsukoshi also provided images and information on the new consumer culture classifications and learning processes through its house magazines. Other magazines, especially women's magazines, whose readership rapidly expanded in this period, reinforced this message. The extent to which women were seen as the central operators of the emerging consumer culture is a central focus of the thesis. The department stores were not only spaces for women to consume, but also to work. The emergence of saleswomen as a new category of working woman is also discussed. The ways in which an image of a new women emerged as they became employed in greater numbers in the new service occupations and became more visible in the city centre streets and consumption and entertainment sites, is also considered. One variant here was the 'modem girl,' whose image was both discussed and constructed in the media by intellectuals, writers and cultural intermediaries. One of the aims of this work is to sketch out the parameters of this process in Japan and ask how far the stores and other new urban spaces, along with the mediated sources such as magazines, newspapers and the cinema, helped to further some shift (however limited and temporary) in the balance of power between the sexes towards women, along with a concomitant redefinition of what it meant to be a women. The new woman, then, occupied a contested space which a number of parties sought to define: the consumer culture industries such as the department stores, press and cinema; the government with its various thrift and everyday life reform campaigns designed to keep women in the home, albeit as skilled housewives; the various movements for greater women's rights and reform, both in the middle class and the working class militant women workers; the intellectuals and cultural intermediaries, some of whom saw the 'modem girl,' as a new exciting phenomenon of urban modernity; and, of course, the women themselves, who not only reacted to these forces, but gained in their capacity and desire to have a greater say in the process and control over their own lives
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Cheong, Kin Ieng. "Car culture in Macau." Thesis, University of Macau, 2007. http://umaclib3.umac.mo/record=b1874183.
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Saito, Nádia. "Departamento de Cultura na Cena Paulistana: políticas públicas para o teatro na gestão Mário de Andrade (1935-1938)." Universidade de São Paulo, 2018. http://www.teses.usp.br/teses/disponiveis/27/27156/tde-03122018-151522/.
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A proposta de investigação da formação de políticas públicas para o teatro na cidade de São Paulo a partir do Departamento Municipal de Cultura, na gestão Mário de Andrade, analisou diferentes fontes primárias, de periódicos a documentos institucionais, bem como cartas pessoais do diretor. Considera-se que a política nacional, tanto para cultura quanto para outros setores como economia, apontava para a criação de modelos institucionais na cidade de São Paulo que atenderiam aos moldes nacionais. Intelectuais e atores da cena cultural foram agentes do Estado para atender a um projeto de unidade nacional varguista. A partir destas constatações, foram mapeadas as relações de força da cena paulistana para identificar e avaliar o processo de fomento do teatro pelo Estado. Inicialmente, levantou-se a hipótese de que esse foi alavancado por: intermediários, como empreendedores e agenciadores; instância maior: Departamento de Cultura, por meio de ações de Estado e políticas de governo, além da própria elite paulistana; instância menor: artistas das artes cênicas (atores, dramaturgos etc.) interessados no novo processo de fomento pelo Estado. A estruturação do jogo se mostrou mais complexa do que a simples constituição dos agentes envolvidos no processo paulistano da produção teatral.The international performances produced during these years established an artistic and cultural tendency heavily influencing the dynamics of Sao Paulo\'s theater scenery. The cultural consumption was adapted for the demand created by some important entertainment entrepreneurs, mainly from Europe. Immigration policy brought more than arms to work, it framed patterns and shaped a cultural industry. In addition, the modernization of the producion system at that period became a contradictory issue to the economic-social structure of the Brazilian State. The proposed thesis analyzed different primary historical sources such as institutional documents, periodicals, and personal letters from Mário de Andrade, the Director of the Department of Culture in São Paulo. It is considered that the national policy for culture, as for other sectors such as economy, trended the making of public policy for the theatre to the creation of institutional models in São Paulo conforming national templates. Intellectuals and artists attended to be State agents under Vargas\' project of national unity structuring the making of theatrical production.
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Kekae, Thabo Kevin. "An evaluation of the public service anti-corruption strategy in the Department of Arts and Culture." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65832.
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The study aims to evaluate the implementation of fraud and anti-corruption strategies and policies with particular reference to the Department of Arts and Culture. The misuse of public funds by greedy individuals is alarming. Allegations of corruption are increasingly implicating to government officials and high ranking officials, which leads to a lack of good governance in the public sector and lack of trust by the ordinary citizens of this county in their leaders and the government systems that are in place. Government has capacitated itself with human resource capital to ensure that service delivery improves and that the country is steered into the right direction both socially and economically. Government has also put in place anti-corruption strategies for the public service that public servants must adhere to in order to ensure that corruption is curbed, but with all the systems and process in place the public service still finds itself having to deal with cases of corruption and misuse of funds. The DAC is a national department and subscribes to the anti-corruption strategies of government. The purpose of this study is to evaluate the implementation of anti-corruption strategies in the Department of Art and Culture by analysing current fraud prevention strategies and policies. This research study analyses and assesses current methods used to combat corruption in the DAC and systems and methods to monitor corruption in the public service and with the possibility of benchmarking those new approaches for use by the DAC. The study emphasises the roles of employees and senior managers in the DAC and also looks into issues of professionalism and moral behaviour as one of the tools that can assist in curbing the problem of corruption. The research method used in this study to unsure that the objectives of the study are achieved is a qualitative research approach. A desk top method and referring to textbooks, articles and journals was the method that was utilised. The findings of the study proved that even though the DAC is commended for developing and putting in place anti-corruption strategies and policies there are still challenges in terms of implementation. As a result, the study made some recommendations after the numerous arguments with regards to the subject matter were presented. This is done in an effort to ensure that there is effective policy implementation and adherence to the rule of law.Dissertation (MCom)--University of Pretoria, 2017.
School of Public Management and Administration (SPMA)
MPhil
Unrestricted
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WEBB-VIGNERY, JUNE. "JACOME'S DEPARTMENT STORE: BUSINESS AND CULTURE IN TUCSON, ARIZONA, 1896-1980 (HISPANIC, MEXICAN-AMERICAN, HISTORY, MANAGEMENT, BORDERLANDS)." Diss., The University of Arizona, 1985. http://hdl.handle.net/10150/188107.
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In 1896, Carlos Jacome opened "La Bonanza," a general mercantile store in downtown Tucson. For eighty-four years the store flourished, evolving into a mainstay of Tucson's retail life as Jacome's Department Store. As the store grew and prospered it developed a distinctive image derived from the Mexican-American background of its owners and managers which set it apart from other retail establishments in Tucson's downtown business district. Special attention placed on the two men guiding Jacome's growth and development, Carlos and later his son, Alex, Sr., provided an opportunity to examine the interaction between Mexican-American culture and the store's internal and external environments. Additionally, comparisons between Jacome's and their competitors, Anglo-owned retail stores in the downtown business district, delineated the effect of culture upon Jacome's organizational structure and the store's survival strategy. Like Jacome's, each of these stores had its roots in an era when Tucson was far removed from the mainstream of American economic life and local concerns dictated survival. Fundamental changes in American business organization, economy, and values beginning with World War I and reaching maturity during the 1920's portended an end to Tucson's placid retail environment. Many of these changes brought short-term benefits, but by the 1960's it was evident that in the long run they had worked against the independent retailers' interests. Increasingly, like their counterparts across the United States, Tucson's merchants encountered increased competition from chain stores and shopping centers, as well as problems tied to their central city location and the repeal of federal and state fair trade laws. As problems multiplied each retailer in downtown Tucson pursued a separate survival strategy. Primary in Jacome's strategic decisions was the precedence family interests took over the maximum exploitation of economic opportunities. Ultimately, however, whatever decision was reached, Tucson's independent department stores faced extinction. Within a few years of Jacome's closing in 1980 the last of the old-time department stores, at one time synonymous with retailing in Tucson, were gone.
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Uryan, Yildirim. "ORGANIZATIONAL SAFETY CULTURE AND IDIVIDUAL SAFETY BEHAVIOR: A CASE STUDY OF THE TURKISH NATIONAL POLICE AVIATION DEPARTMENT." Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4136.
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Human related accidents in high-risk industries amount to a significant economic hazard and incur tremendous damages, causing excessive operational costs and loss of life. The aviation industry now observes human-related accidents more frequently than in the past, an upswing attributable to cutting-edge technology usage and the complex systems employed by aviation organizations. Historically, aviation accidents have been attributed to individual unsafe behavior. However, contemporary accident causation models suggest that organizational-level factors influence individual safety performance, as human-related accidents take place in an organizational context. The present study examines the formation of organizational safety culture and influence on individuals safety behavior in a police aviation environment. The theory of planned behavior guides the study model in explaining individual variability in safety behavior via organizational safety culture. The study conceptualized organizational safety culture and individual safety behavior as multidimensional constructs. Confirmatory factor analysis was conducted for each latent construct to validate the construct validity for each measurement model. Organizational safety culture was observed via safety climate facets, which contained four subcomponents including individual attitude, group norms, management attitude, and workplace pressures. Individual safety behavior contained violation and error components observed by self-reported statements. Structural equation modeling was conducted to test the study hypotheses. Utilizing a sample of 210 employees from the Turkish National Police Aviation Department, a 53-item survey was conducted to measure individuals safety culture perceptions and self-reported safety behaviors. The results suggest that individual safety behavior is significantly influenced by organizational safety culture. Except for the relation between workplace pressures and intention, all suggested relations and correlations were statistically significant. The four-factor measurement model of organizational safety climate fit reasonably well to the data, and most correlations between the safety climate components were significant at the .05 level. Individuals self-reported error behavior is positively associated with age, and individuals self-reported violation behavior is positively associated with years of service. Overall, along with organizational safety culture, age and service-year variables accounted for 65% of the variance in intention, 55% of the variance in violation behavior, and 68% of the variance in error behavior. Lastly, no significant difference manifested among pilots, maintenance personnel, and office staff according to their self-related safety behaviors. The findings have theoretical, policy, and managerial implications. First, the theory of planned behavior was tested, and its usefulness in explaining individuals safety behavior was demonstrated. The survey instrument of the study, and multi-dimensional measurement models for organizational safety climate and individual safety behavior were theoretical contributions of the study. Second, the emergence of informal organizational structures and their effects on individuals indicated several policy implications. The study also revealed the importance of informal structures in organizations performing in high-risk environments, especially in designing safety systems, safety policies, and regulations. Policy modification was suggested to overcome anticipated obstacles and the perceived difficulty of working with safety procedures. The influences of age on error behavior and years of service on violation behavior point to the need for several policy modifications regarding task assignment, personnel recruitment, health reports, and violation assessment policies. As well, managerial implications were suggested, including changing individuals perceptions of management and group attitudes toward safety. The negative influence of anticipated obstacles and the perceived difficulties of safety procedures on individual safety behavior pointed out management s role in reducing risks and accidents by designing intervention programs to improve safety performance, and formulating proactive solutions for problems typically leading to accidents and injuries.Ph.D.
Department of Public Administration
Health and Public Affairs
Public Affairs PhD
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Gruber, Hans-Georg Carleton University Dissertation Management Studies. "Does organisational culture affect the sharing of knowledge? the case of department in a high-technology company." Ottawa, 2000.
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Dibbs, Martin G. R. "Shaping popular culture : radio broadcasting, mass entertainment and the work of the BBC Variety Department, 1933-1967." Thesis, University of St Andrews, 2012. http://hdl.handle.net/10023/3165.
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This thesis examines the extent to which the BBC was able to shape the output of popular culture on radio in Britain, according to its own system of beliefs, between the years 1933 and 1967. This research will show that from the outset, the BBC was an institution with a mission to inform, educate and entertain the nation. While it was not opposed to entertainment, its focus was didactic and supported a mission to improve its audience both culturally and intellectually. This policy was not always welcomed by the audience but, with the exception of the war years, persisted into mid 1950s. The Variety Department was formed in 1933 to produce all forms of light entertainment and this research will examine how its policies shaped the production of popular culture over the period concerned. This study looks not only at the workings of the Variety Department but also the topics of Americanisation and vulgarity, the two areas in which the BBC had particular sensitivities. It analyses the BBC's strategies to counteract the American effect on popular music and spoken-word programmes and how it provided its own particularly British form of entertainment in order to produce programmes it considered suitable for British audiences. It also investigates programme censorship imposed by the BBC to mitigate vulgarity in programmes, so as to produce those it considered suitable for its audiences. This thesis will contend that for over 40 years the BBC Variety Department produced popular entertainment programmes on radio which became an integral part of people's daily lives until, within a few years radio was superseded by television as the nation's principal provider of domestic entertainment. There has been no discrete study of the BBC Variety Department and it is intended that this research will add to the existing scholarship in BBC history and contribute to the analysis of radio's place in domestic popular culture in the period examined.
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Lam, Kin Man. "Culture-specific reference and functional priority : function shifts through speech translation." Thesis, University of Macau, 2009. http://umaclib3.umac.mo/record=b2178683.
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Ferreira, Luzia Aparecida. "Políticas públicas para a cultura na cidade de São Paulo: a Secretaria Municipal de Cultura - teoria e prática." Universidade de São Paulo, 2006. http://www.teses.usp.br/teses/disponiveis/27/27134/tde-28112006-193714/.
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O presente trabalho pretende deter-se na análise da gestão cultural implementada pela Secretaria Municipal de Cultura da cidade de São Paulo - SMCSP, no período de 1989 a 1992. Analisar o Projeto Cidadania Cultural proposto pela então Secretária Marilena Chauí, e identificar as diretrizes de sua política pública para a cultura. Esse projeto pretendia criar mecanismos de autoorganização dos cidadãos paulistanos, para que estes fossem partícipes do fazer cultural. Constatou-se que, embora a cidade de São Paulo tenha sido transformada em um \"laboratório de experiências culturais\" do Partido dos Trabalhadores, com a intenção de substituir o \"clientelismo pluralista\" pelo \"participacionismo popular\", esse objetivo não foi alcançado.This work concerns about the analysis of the cultural management implemented by the Secretaria Municipal de Cultura (Municipal Department of Culture) of São Paulo city - SMCSP, from 1989 to 1992. It intends to analyze the Projeto Cidadania Cultural (Cultural Citizenship Project) proposed by Secretary Marilena Chauí, and to identify the guidelines of her public policy on culture. This project aimed to create self-organization mechanisms for São Paulo\'s citizens, so those could be part of the cultural making-process. It was established that, although the city of São Paulo had been transformed into a \"laboratory of cultural experiments\" of the Workers Party, with the intention of substituting the \"pluralist clientelism\" for the \"popular participationism\", this goal has not been achieved.
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Gruber, Hans-Georg. "Does organisational culture affect the sharing of knowledge?, the case of a department in a high-technology company." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0027/MQ52398.pdf.
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Roux, Daniel Francois. "Approaches, expectations and perceptions of different generations regarding culture and leadership in the engineering department at Sishen mine." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/15056.
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Thesis (MBA)--Stellenbosch University, 2008.ENGLISH ABSTRACT: People's life experiences and backgrounds shape who they are - whether they are young or old, male or female, and across all races, ethnicities and religions. Today's workplace environment represents the largest diversity of generations of any time in history, and with this diversity comes new challenges. These challenges are directly due to the different generations and associated gaps based on different approaches, expectations and perceptions regarding culture and leadership in the workplace. There are generally four different generations employed in today's workplace: Traditionalists (Builders), Baby Boomers (Yuppies), Generation X (Yiffies), and Generation Y (Millennials). According to generation theory, Traditionalists were born between 1930 and 1949, Baby Boomers between 1950 and 1969, Generation X between 1970 and 1989, and Generation Yafter 1990. Although there are very few Traditionalists in contemporary workplaces, there are still some left to consider. More important than understanding the Traditionalists, though, is the need for a better understanding of the fast-growing group of Generation Y employees who are entering the workforce. At Sishen Iron Ore Mine (Sishen) there are also four generations employed, each with different approaches, expectations, perceptions, attitudes, loyalties, frames of reference, views of authority, job strengths, work ethics, relationships, work/life balances and other beliefs. The question that arises is whether the management team of the Engineering Department at Sishen can be more effective and productive through an improved and in-depth understanding of each generation's approaches, expectations and perceptions regarding culture and leadership. The purpose of this research study is to analyse the specific correlation of the different workforce generations in the Engineering Department with the general theoretical knowledge available about each generation by focusing more specifically on approaches, expectations and perceptions. The study also includes some recent research information regarding Generation Y and the related opportunities, challenges and effective ways of managing this generation. By focusing on the research results within the multigenerational workforce and the generation gaps, the possible solutions for managing conflict can improve through a better understanding of each generation. Each generation's typical characteristics are discussed in detail by means of a thorough literature study, with the overall aim of enhancing both team and organisational success. The employees and permanent contractors at the Engineering Department number approximately 1 945. The randomly selected participants in the generations survey were from the pool of permanent employees, excluding the contractors. The information was collected by means of a short questionnaire representing the typical characteristics of each generation. A sample of 250 participants from eight different sections within the department was asked to complete the questionnaire, but unfortunately a response rate of only 34% (85 questionnaires) was recorded. The research showed that the typical characteristics of the Traditionalists and Baby Boomers could be used to represent almost the entire Engineering Department. It also revealed specific influences in the working and social environment, leadership styles, and the mine's culture that affect the different generations regarding their approaches, expectations and perceptions. The report concludes with an assessment of the strengths and weaknesses of the study, as well as a few key findings and a summary, conclusion, and recommendations.
AFRIKAANSE OPSOMMING: Alle mense word gevorm deur lewensondervindings en agtergrond wat bepaal wie hulle is - ongeag of hulle oud of jonk, manlik of vroulik is, asook oor alle rasse, etniese groepe en geloofsoortuigings heen. Hedendaagse werksomgewings word gekenmerk deur die grootste generasiediversiteit van alle tye, wat nuwe uitdagings meebring. Die uitdagings is die direkte gevolg van die verskillende generasies en gepaardgaande gapings gebaseer op verskillende benaderings, verwagtinge en persepsies aangaande kultuur en leierskap in die werksplek. Daar is tans oor die algemeen vier verskillende generasies in diens in werksplekke, naamlik Tradisionaliste, Baby Boomers, Generasie X en Generasie Y. Volgens generasieteorie is Tradisionaliste persone gebore tussen 1930 en 1949, terwyl Baby Boomers tussen 1950 en 1969, Generasie X tussen 1970 en 1989 en Generasie Y na 1990 gebore is. Hoewel daar min Tradisionaliste in die werksplek oor is, is daar nog enkeles wat in ag geneem moet word. Van groter belang is egter die behoefte om die vinnig groeiende Generasie Y wat nou tot die werksmag toetree, beter te verstaan. By Sishen Ysterertsmyn (Sishen) is daar ook vier verskillende generasies in diens, elk met verskillende benaderings, verwagtinge, persepsies, houdings, lojaliteite, verwysingsraamwerke, menings oor gesag, werksverwante sterkpunte, werk-etiek, verhoudings, lewensbalanse asook ander oortuigings. Die vraag wat ontstaan, is of die bestuurspan van die Ingenieurswese Departement by Sishenmyn meer effektief en produktief kan wees deur hul kennis en begrip van elke generasie se benaderings, verwagtinge en persepsies ten opsigte van kultuur en leierskap te verbeter. Die doel van die studie is om te ontleed of daar 'n spesifieke ooreenstemming is tussen die verskillende generasies by die Ingenieurswese Departement en die algemene teoretiese inligting beskikbaar oor elke generasie deur meer spesifiek op benaderings, verwagtinge en persepsies te fokus. Die studie sluit ook onlangse navorsingsinligting aangaande Generasie Y in, met die gepaardgaande geleenthede, uitdagings en effektiewe maniere om die generasie te bestuur. Deur te fokus op die navorsingsresultate binne die multigenerasie-werksmag en die ooreenstemmende gapings, kan daar moontlik oplossings ontstaan om te help met konflikbestuur wat op 'n beter begrip van die generasies gegrond is. Elke generasie se tipiese eienskappe word in diepte bespreek deur middel van 'n deeglike literatuurstudie, met die oorhoofse doel om span- sowel as organisasiesukses te verhoog. Die totale aantal werknemers, insluitend permanente kontrakteurs, van die Ingenieurswese Departement is ongeveer 1 945. Die deelnemers aan die generasieopname is lukraak gekies, maar die kontrakteurs is uitgesluit. Die inligting is ingesamel met behulp van 'n kort vraelys wat die tipiese eienskappe van elke generasie verteenwoordig. Uit 'n steekproef van 250 deelnemers uit agt verskillende seksies binne die departement wat gevra is om die vraelys te voltooi, is 'n betreklik swak responskoers van 34% (85 vraelyste) behaal. Die navorsing het bevind dat die tipiese eienskappe van die Tradisionaliste en Baby Boomers tans gebruik kan word om feitlik die hele department te verteenwoordig. Dit toon verder ook dat daar spesifieke invloede in die werks- en sosiale omgewing, leierskapstyle en die myn se kultuur is wat die verskillende generasies se denkpatrone rondom benaderings, verwagtinge en persepsies vorm. Die navorsingsverslag word afgesluit met 'n bepaling van die sterk- en swakpunte van die studie, 'n paar kernbevindings en 'n opsomming, gevolgtrekking en aanbevelings.
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Majozi, Joyce Jabulile. "A functional terminological analysis of a “Multilingual parliamentary/ Political terminology list” of the Department of Arts and Culture." University of the Western Cape, 2018. http://hdl.handle.net/11394/6679.
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Magister Artium - MASouth Africa’s National Language Policy Framework was formulated in 2003. The framework was designed to create an enabling environment for the development of instruments and initiatives intended to promote multilingualism in the country. Following the formulation of the National Language Policy Framework, National Parliament, in collaboration with the Western Cape and the Eastern Cape Legislatures, commissioned a project of developing a Terminology List of terminology that is used in these settings. This Terminology List was taken over and expanded in 2005. According to the Terminology List’s preface, “stakeholders embarked on the enlarged terminology project in order to ensure that multilingualism was possible in this field. The Multilingual Parliamentary/Political Terminology List will promote multilingualism in Parliament and elsewhere, and will facilitate effective communication between parliamentarians, politicians, national and provincial language offices, provincial legislatures and Hansard offices” (DAC (2005: iii-iv). With perhaps one exception (Rondganger, 2012) focusing on the English-Afrikaans language pair, there are no known studies evaluating the Multilingual Parliamentary/Political Terminology List. As a result, it is not known to what extent envisaged target users (e.g. language practitioners) in National and Provincial Legislatures are even aware of its existence. It is also not known to what extent the terminology resource is able to support target users in the typical usage situations envisaged in the preface. More generally, there has also been no determination of how the Multilingual Parliamentary/Political Terminology List has contributed to language development, specifically, making possible the use of the nine indigenous African languages for parliamentary-related discourse. As a consequence of the above dearth of knowledge around the Multilingual Parliamentary/Political Terminology List, there also is no empirical database upon which suggestions can be made for improving it; that is, responding to the call in the preface for suggestions: “the compilers acknowledge that it might be useful to expand the collection, and any suggestions in this regard will be welcomed” (DAC (2005: iv). This research draws on the sociology of dictionary use (Kühn 1989, Flinz 2010) and on a knowledge-attitude-practice (KAP) approach to terminology evaluation (Antia 2000, Antia & Clas 2003; Rubin 1977, Kummer 1983) to analyse the Multilingual Parliamentary Terminology List.
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Maloba, Makgoni Annah. "The perception of employees on performance management system in the Mpumalanga Provincial Department of Culture Sport and Recreation." Thesis, University of Limpopo (Turfloop Campus), 2012. http://hdl.handle.net/10386/998.
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Thesis (MPA) --University of Limpopo, 2012While performance management is a widely used system in many countries, in South Africa the Public Service Regulations (2001) is a base for a Performance Management and Development System in the public service. The Public Service Regulation (2001) gives effect to performance management systems for purposes of managing performance of individual employees, framework for performance assessment, the outcome and communication of assessment results, and managing unsatisfactory performance, as well as providing a framework on incentives for good performance. Each province is therefore, required to adapt the Performance Management System to its environment to ensure the implementation of the provisions of the Public Service Regulation, (2001). However, as cited by Letsoalo (2010), the introduction of a system of managing performance was received with different reactions, both positive and negative, by the vast majority of employees in the public sector. As a result, this study investigated the attitudes of individual employees towards performance management and development system. The main aim of this research is to present the conclusion drawn from the study, as well as make recommendations emanating from the analysis of information gathered in literature review and through questionnaires completed by departmental staff in the Department of Culture, Sports and Recreation. In identifying different reactions by civil servants to Performance Management and Development System, the study placed an effort in probing different perceptions on Performance Management and Development System amongst employees in the Department of Culture, Sports and Recreation in Mpumalanga Province. There are varying perceptions demonstrated by respondents regarding questions posed to them on the Performance Management and Development System as implemented in the Department of Culture, Sports and Recreation in Mpumalanga Province. There is a perception that the Performance Management and Development System is a penalizing tool used by supervisors on their subordinates and that official’s performance is not duly acknowledged as is supposed to. There is persisting conflict between supervisors and their subordinates resulting from supervisors rating their subordinates without their input, submission of performance results is for compliance It is held in this that the Department of Culture, Sports and Recreation must ensure that effective communication of the system to the rest of the employees of the provincial government is maintained so as to allow employees to understand the system and what is expected of them, the development of the implementation capacity internally through the Performance Management and Development System Champions will in any regard, and as such limit inconsistencies during application of performance management and development system which impacts negatively on the overall performance of the organization.
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Chan, Chao Tong. "An empirical investigation into organizational culture of banks in Macau." Thesis, University of Macau, 2004. http://umaclib3.umac.mo/record=b1636207.
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Rantjie, Khuselwa. "Corporate identity and identification: the case of the Eastern Cape Department of Social Development." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/8638.
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One of the key recommendations of the Communication Task Team Report which analysed the communication programme of government post 1994 was that of the introduction of a single corporate identity programme for government. It is against this background that various South African government departments (national and provincial) including the Eastern Cape Department of Social Development introduced their corporate identity programmes. Based on the Rotterdam Organisation Identification Test (ROIT) (van Riel et al., 1994), the paper analyses the levels to which employees identify with the corporate identity of the Department of Social Development. The ROIT scale identifies four variables that impact on employee identification which are; employee communication, job satisfaction, corporate culture and perceived organisational prestige.
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Medar, Abdul Samad. "Arabic as educational Muslim content in South African context: A pedagogical survey and evaluation with special reference to Secondary Schools." University of the Western Cape, 1987. http://hdl.handle.net/11394/8201.
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Magister Educationis - MEdThe aim of this study is to investigate ·and outline the importance and significance of Arabic in the South African context. The study investigates inter alia the part played by the early Muslim settlers, political exiles and the pioneers who made possible the preservation of Islamic faith and culture. This study demonstrates that the period from 1652 to date had been a period of considerable development, expansion and _enlightenment of Arabic. The study revealed inter alia that only Indian schools under the Department of Indian Affairs (now Department of Education and Culture) offered Arabic which fully satisfied the Muslim Community's demands. 1975 marks the beginning of Arabic as a language in Indian secondary schools. The Muslim pupil is given the basic grounding in the understanding of both the Quran and the Hadith. Some suggestions regarding aspects of an effective didactic approach concludes this presentation.
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Skosana, Arthur Mzwandile. "Human resources strategies for effective management applications at Gauteng Department of Sports, Arts, Culture and Recreation / Arthur Mzwandile Skosana." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4774.
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This study investigates the restructuring and alignment processes within the Gauteng Department of Sports, Arts, Culture and Recreation. The nature of the study was neither inclusive nor an exclusive study accommodate every input of the sub-directorate, and review the staff capacity to meet with set objectives of the Department. It also investigates some of the problematic areas shortsighted by the restructuring and alignment processes in the hub and areas of concerns which included: Accommodation (office space and sports fields); support of staff by senior managers; contracting and performance reviews; transport; progress review meeting of the hub system; budgeting and its implementation; equipment demand; administration tools leading severe problems; contracting of contract workers leading severe problems; and overtime and excessive workload in the hubs. It was showed in the research that problems occurred due to the inappropriate alignment of internal programmes complimented with inadequate human resources strategic planning and implementation. The problem of restructuring and alignment are due to oversight on the processes and implementation of the programmes at the foundational level, the lack of follow-ups on Service Level Agreement (SLA) with local government (still not signed), interdepartmental and intergovernmental integration strategy not in place, inadequate facilities for offices, consultation with community and stakeholders which only took place at the later stage. The respondents seriously commented regarding the organisational structure that has been changed thrice since its implementation. This led to overcrowding of staff hubs, with no career path strategy. Further causes are lack of alignment of human resource management strategy with programmes, and structural arrangement of all the departmental sub-directorates, confusing the implementation of programmes and the reporting systems. Considering the challenges of restructuring and alignment at the Gauteng Department of Sports, Arts, Culture and Recreation, the study concludes that there is a need for further restructuring and alignment of the human resource strategy to manage the objectives of the Department effectively and efficiently.Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.
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Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003849.
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The main objective of this study was to assess the relationship between organisational climate and organisational commitment within the Information Technology department of a South African Telecommunications company. Firstly, the research considered the organisational climate from a qualitative perspective. Research interviews that were based on organisational climate literature were performed with 4 members of the relevant department. Qualitative data analysis revealed several themes. The themes highlighted include: perceived ineffective structure and decision-making; lack of mistake tolerance; risk aversion by employees; recognition and reward systems perceived to be inadequate; performance management is perceived to be ineffective and inadequate; Employee Share Options Program (ESOP) perceived to have a negative influence on employee behaviours; the nature of the social environment perceived to be unfriendly; low level of knowledge and skills sharing; inadequate human resource management practices; These findings highlight the importance of certain aspects within the environment that influence employee perceptions. Organisational climate literature suggests that organisational climate has various behavioral influences and its consideration is essential in the effective functioning of the organisation. Secondly, the research considered the relationship between organisational climate and organisational commitment within the relevant department. The Patterson et al. (2005) Organisational Climate Measure (OCM®) and Meyer and Allen (1991) Organisational Commitment Questionnaire (OCQ) were used to assess the relationship between organisational climate and organisational commitment, respectively. Significant correlations were found between integration, pressure to produce, innovation, supervisory support, reflexivity, clarity, involvement, autonomy, welfare and tradition, and both affective and normative commitment, Training was only significantly correlated to affective commitment. No significant correlations were found with continuance commitment.
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Fatsha, Litha M. "Leveraging leadership factors to drive culture change in the Department of Health, Eastern Cape : a case for improved service delivery." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/21379.
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Thesis (MBA)--Stellenbosch University, 2012.Leadership has always been, and always will be, central to human affairs, whether from a political, societal, religious, business or any other view. Both the need for leadership in managerial jobs and the difficulty of providing effective leadership in these jobs has grown considerably more, to include even lower level managerial, technical and professional employees. An important objective of this research report was to investigate the Eastern Cape Department of Health’s (ECDoH’s) current business practices and culture, as perceived by its leadership and management. The aim was to understand and document reasons for perpetual underperformance and to suggest ways of transforming the organisation’s culture and practices into a high performing organisation on a sustainable basis. To achieve the above objectives, this research report uses the Beehive Model of Organisational Renewal, developed by Christo Nel of the Village Leadership Consulting, which looks at seven elements of workplace practices that are benchmarked against international best practices. These seven elements are strategy execution, change leadership, structure, business discipline, talent creation, rewards and recognition and stakeholder value. The Beehive Model of Operational Renewal assumes that it is possible for any organisation to achieve greatness, to be a high performing organisation based on the conditions that success is by choice and not by accident; it is a long and winding journey and requires full executive acceptance, commitment and resolve to achieving a high performance organisation (HPO) status. The reviewed literature shows that cultures within successful organisations have characteristics of adaptability, alignment with external factors and the organisation’s vision and mission, and are biased towards action. It also suggests that when people are listened to, respected, supported and appreciated, in exchange they tend to go the extra mile in executing their jobs, even lifting the performance of individuals previously written off as mediocre. Depending on the desired type of culture, people behaviours, organisational symbols and systems will have to be modified to suppport and entrench the values of that organisation. Establishing a culture in an organisation is primarily a leadership role and culture and leadership are viewed as two sides of the same coin which cannot be separated. Literature suggests that long-term organisational change in the public sector is complex and problematic, because of the many stakeholders and short-term orientation of many political stakeholders. Change is particularly difficult because it has to overcome a longstanding tradition, uncertaintly and doubt amongst many people, fear of job loss and inertia and much Stellenbosch University http://scholar.sun.ac.za iv resistance, both visible and subdued. Healthcare staff all over the world face the challenge of a rapid introduction of technology in the form of electronic patient records, computerbased decision support tools and hospital information networks which are changing the traditional ways of doing things. Managing organisational culture is viewed as an essential part of the health system reform in most countries, where evidence shows that it will be a complex, multi-level, and uncertain process, requiring strategies unfolding over a period of years. For any change to be successful, it requires leadership – in fact, it is argued that leaders drive change from the top, through people and with people. Successful change is about leadership getting involved in driving the change at grass roots level, being authentic, honest and transparent. Leaders must balance the natural resistance people have to change with the time and space people need to reflect and accept the change and the directives that the leaders use to put pressure on the employees. In healthcare, many techniques have been employed to bring about changes to quality healthcare delivery. These include total quality management (TQM), lean management, learning organisation, business process reengineering and some leaders have used external consultants to influence change. None of these techniques was found to be successful without good leadership and a culture that embraces these changes. Arguably, people are the only competitive advantage any organisation has. Given that people are the executors of strategy, it is imperative that they get involved in its development. The use of systemic ways of developing strategy and making sure of its implementation using the balanced score card and strategy maps, is recommended. Linking company values and culture to the strategy leads to far greater organisational success. In most organisations human resources (HR) practices are still in the traditional back office. In the new economy, HR practices need to be transformed to deliver a new proposition, which adds value to the bottom line of the business by satisfying all stakeholder requirements, aligning people to performance and increasing organisational capabilities for sustainable performance. In the last decade, New Public Sector Management (NPSM) has emerged as a major reform strategy applied in varying degrees in a growing number of public sector organisations. Its main focus is to improve service delivery and to give rise to new management practices in the public sector. It emanates from a continued dissatisfaction with the performance of traditional public sector leadership and bureaucracy, reinforced by claims that the private sector is more efficient. Three building blocks for NPSM are described to reform public sector and these are responsibility, accountability and performance. In transforming public Stellenbosch University http://scholar.sun.ac.za v sector organisations, managers have to explicitly introduce policies within each building block – these policies contain leverage to influence clarity of purpose, agreements, power over decision-making, individual and team performance, and customer accountability. There are strong arguments to encourage clinicians to change their mindset and be retrained to lead the healthcare reform around the world. Some of the arguments are that clinicians are in the frontline, making decisions that determine quality and efficiency of care, having the technical knowledge to make sound strategic choices about longer-term patterns of service delivery. Clinicians are typically intelligent, well-trained and caring people who expressly choose this career to cure and comfort. A growing body of research supports the assertion that effective clinical leadership lifts the performance of health care organisations, as evidenced in a study which found that hospitals with the greatest clinician participation in management scored about 50% higher on important drivers of performance than hospitals with low levels of clinical leadership did. In another study, it was found that in 11 cases of attempted improvement in services, organisations with stronger clinical leadership were more successful, while another found that Chief Executive Officers (CEO) in the highestperforming organisations engaged clinicians in dialogue and in joint problem-solving efforts. The research findings show that the ECDoH is entrenched in the old economy values, meaning that business practices that were examined using the Beehive Model are rated in the risk/poor class. All seven elements scored in this poor class, with changed leadership, structures and talent creation constituting the poorest performers. This implies that the organisation is led from the top, leaders use power over others, there is widespread compression and incompetency at all leadership levels. It is unlikely that a single political head in the form of the Member of Executive (MEC) or a change in the head of department (HoD) will bring about the required astronomical transformation of the ECDoH. Only when the collective begins to accept the current predicament, can a total buy-in and commitment to high performance status begin. Finally, it is recommended that the ECDoH leadership transform their mindsets and adopt the new economy values of leading the organisation. They need to leverage on their positions of power to co-create a new culture, learn and adopt new change leadership skills, and transform the organisation’s HR proposition inside out. The executives are urged to consider funding a three to five year project of organisational renewal, using the Beehive Model and its related tools, to bring about sustainable change in the ECDoH.
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Kaka, Jermina Chuene. "Implementation of the promotion of access to Information Act in the Department of Sport, Arts and Culture in Limpopo Province." Thesis, University of Limpopo, 2016. http://hdl.handle.net/10386/1734.
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Thesis (MPA.) -- University of Limpopo,2016The Promotion of Access to Information Act (PAIA) was approved by the South African Parliament in February 2000 and went into effect in March 2001. The Act has been introduced in both public and private sectors with the intention of implementing the constitutional right of access to information and further foster a culture of transparency and accountability in both public and private bodies by giving effect to the right to access to information. The purpose of this study was to examine the implementation process of PAIA in the Department of Sport, Arts and Culture in Limpopo Province. Using both the qualitative and quantitative approaches the study revealed that there are various factors that contribute towards non-adherence and compliance to PAIA. The main findings of the study are that, although access to information is regarded as the pillar of democracy in promoting transparency and accountability within the Department, PAIA, however, has not contributed to the improvement of access to information in the Department of Sport, Arts and Culture in Limpopo. One critical challenge the study identified is non-compliance with the requirements of the Act which is perpetuated by lack of seriousness on the part of management. The study recommends that the Department has to identify a Unit to be responsible for administering PAIA, capacitate the Unit with relevant skilled human resources and financial support. Furthermore, the study recommends that as mandated by the South African Human rights Commission, PAIA should be known to the public, staff members and stakeholders therefore awareness campaigns need to take place. Workshops and training sessions would also help in making this Act known, leading staff, people and stakeholders to use it for their benefit.
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Lam, Oi Lin. "Communication via Vinay and Darbelnet's translation strategies : a case study of the book Common Knowledge about Chinese Culture." Thesis, University of Macau, 2009. http://umaclib3.umac.mo/record=b2456351.
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Xiao, Di. "A study of non-equivalent culture-loaded words in two English translations of Fu Sheng Liu Ji." Thesis, University of Macau, 2010. http://umaclib3.umac.mo/record=b2178621.
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Paula, Bárbara Rodarte de. "O discurso e a prática da Secretaria de Estado da Cultura de São Paulo: análise dos convênios celebrados pela pasta." Universidade de São Paulo, 2018. http://www.teses.usp.br/teses/disponiveis/100/100135/tde-15112018-161644/.
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A presente pesquisa compara o discurso da Secretaria de Estado da Cultura de São Paulo com o que a pasta de fato executa, ou seja, sua prática. A análise do discurso é feita com base na visão de cultura da secretaria e em seu entendimento acerca do termo política cultural. Este conteúdo é expresso em documento elaborado pela própria secretaria e na minuta do Plano Estadual de Cultura de São Paulo. Já a prática é analisada por meio de uma das políticas desenvolvidas pelo órgão: os convênios, instrumentos celebrados entre órgãos da Administração Pública ou entre estes e entidades sem fins lucrativos, visando a realização de projetos de vontade mútua e interesse público. Um importante mecanismo de fomento à cultura, no entanto, pouco discutido. São estudados os convênios firmados durante o período de um governo, 2011 a 2014, incluindo os instrumentos resultados de emenda parlamentar, portanto, de origem no Poder Legislativo, e os de escolha direta da secretaria, Poder Executivo. Especificamente, busca-se entender o que é um convênio; o perfil dos projetos conveniados; os valores investidos em projetos culturais, por meio de convênios; a distribuição dos convênios no estado; quais são as entidades e prefeituras conveniadas; quem são os deputados que destinam emendas parlamentares para a cultura etc. A análise permite observar a distância entre a teoria e a prática do órgão de cultura, uma vez que o estudo dos convênios demonstrou a ausência de uma política cultural definida, democrática e transparente; além da utilização da cultura, prioritariamente, como instrumento para se alcançar outros fins, diferentes dos expostos pela pasta em seu discurso. Distância grande é observada, também, em relação ao que a secretaria diz e faz e os anseios da sociedade civil, expressos por meio do plano de cultura. Enquanto a pasta tem a cultura como meio, a sociedade tem a cultura como fim. Além disso, o que a sociedade deseja, portanto, o que é de interesse público, não se faz presente, de maneira representativa, nos convênios celebrados.This research compares the discourse of the Department of Culture of São Paulo State with what it really performs, its practice. Discourse analysis is based on the Department of Culture view about culture and its understanding of the term \"cultural policies\". This content is expressed in a document prepared by the Department itself and in the draft of the Cultural Plan of São Paulo State. The practice is analyzed through one of the policies developed by the Department: the agreements, instruments signed between public administration bodies or between them and non-profit entities, aiming at the realization of projects of mutual will and public interest. An important mechanism for promoting culture, however, little discussed. The agreements signed during the period of a term, from 2011 to 2014, are studied including the results of parliamentary amendment, that originate in the Legislative Branch, and those of direct choice of the department, Executive Branch. Specifically, we seek to understand what an agreement is; the profile of the projects; the amounts invested in cultural projects, through agreements; their distribution in the state; which are the entities and municipalities involved in the agreements; who are the parliamentarians who propose amendments for culture etc. The analysis allows us to observe the distance between the theory and practice of the Department of Culture, since the study of the agreements showed the absence of a defined, democratic and transparent cultural policy; besides the use of culture, as an instrument to achieve other ends, different from those exposed by the Department in its speech. Great distance is also observed in relation to what the Department says and does and the aspirations of civil society, expressed through the Cultural Plan. While the Department perceives culture as a medium, society perceives culture as an end. Moreover, what society wants, therefore, what is of public interest, is not present, in a representative manner in the agreements
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Mnculwane, Vikinduku Victor. "An assessment of the implementation of the Service Delivery Improvement Policy in the Department of Arts, Culture and Tourism in KZN." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/1687.
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Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2009.As an attempt to usher in a paradigm shift in the way public services are rendered in the new dispensation, Section 195 of the Constitution of the Republic of South Africa, Act No. 108 0f 1996, envisages a Public Administration governed by specific values and principles intended to act as a guide in government‟s endeavours of seeking to provide services impartially, fairly and without bias. According to the supreme law of the country, this could be achieved among other things by responding adequately to the needs of the people and further entrenching the participation of the citizenry in the policy processes of government; thus deepening good governance. Part of the challenge that faces the realization of what the Constitution envisages centres largely around the transformation of public servants sothat they begin to deliver services in a way that puts the citizen first. To this extent government has already responded with a very ambitious Batho Pele program, the implementation of which is intended to effect a turn around in the Public Administration status quo bequeathed by the past, so that it is deliberately focused on the needs of the client. The current section of the thesis is an introduction to the entire work aimed at assessing the levels of implementation of the Service Delivery Improvement Policy of Provincial Government within the Department of Arts Culture and Tourism in KZN.
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Lam, Wai Wa. "The influence of the development of culture and the arts on the economy of Macau." Thesis, University of Macau, 2003. http://umaclib3.umac.mo/record=b1636235.
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Davids, Shafieka. "Intercultural communication amongst employees at the Department of Justice and Constitutional Development Western Cape." Thesis, Cape Peninsula University of Technology, 2013. http://hdl.handle.net/20.500.11838/1637.
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Thesis submitted in fulfilment of the requirements for the degree
Master of Technology: Public Management
In the Faculty of Business
at the Cape Peninsula University of Technology
2013Over the past few decades the study of intercultural communication has expanded to cover a diverse set of variables deriving from the concepts "communication" and "culture" and the combination of communication and culture. As is the case for the communication discipline itself, the study of intercultural communication is influenced by traditional disciplines such as anthropology, linguistics, philosophy, psychology and sociology (Chen & Starosta, 2005:13). The development of a global mindset has become pivotal for further human progress. This mindset can only result from intercommunication among diverse people (Chen & Starosta, 2005:4). Intercultural communication is essential to any organization or department as it is a process of sending and receiving messages between people whose cultural backgrounds could lead them to interpret verbal and non-verbal signs differently. The purpose of this study was to devise a communication strategy which will address intercultural communication, specifically designed to assist managers dealing with intercultural differences. The core objective of this study was to establish whether the existing Communication Policy of the Department of Justice and Constitutional Development (DOJ&CD) adequately addresses intercultural communication in the work place and to verify the level of understanding of culture amongst employees of the DOJ&CD Western Cape Regional Office (WC RO) in order to determine whether a lack of cultural knowledge contributes to miscommunication in the department. In order to reach its objectives, the study employed a quantitative research approach whereby a non-probability sampling design in the form of a convenience sampling method was adopted and considered appropriate for this study, with specific reference to the DOJ&CD (WC RO). In terms of collecting the data, the study made use of structured questionnaires as a data collection method whereby questionnaires were administered and distributed to 85 employees of whom 70 participated. The results of the study reveal that cultural differences lead to misunderstandings, while lack of cultural knowledge is a major contributing factor of miscommunication within the DOJ&CD (WC RO). It is recommended that employees acquire knowledge about other cultures which will improve their understanding and reduce the chances of miscommunication in a multi-cultural environment to enhance intercultural communication and provide a harmonious working environment amongst employees of the DOJ&CD (WC RO) and the Public Service as a whole.
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Halmo, David Brian. "Culture, corporation and collective action: The Department of Energy's American Indian consultation program on the Nevada Test Site in political ecological perspective." Diss., The University of Arizona, 2001. http://hdl.handle.net/10150/279794.
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In the western United States, Numic-speaking Indian peoples wield more power today than ever before. Following centuries of depopulation, land and resource loss, and directed change interventions aimed at assimilating them into mainstream society, they are revitalizing traditional culture and renewing their claims to lands and resources by demanding equal participation in national-level activities that affect land and resources that were once under their control. In 1994, representatives of Numic Indian tribes representing three ethnic groups involved in consultation with the U.S. Department of Energy on the Nevada Test Site (NTS) decided by consensus to "incorporate" themselves as the Consolidated Group of Tribes and Organizations (CGTO) to defend their common interests in and claims to NTS lands and resources. What caused 16 distinct, autonomous, sovereign American Indian tribal entities to incorporate themselves as a corporate organization? Using a political ecology perspective, this study examines the social, cultural and political processes operating at multiple levels of analysis and applies social and cultural theories of (1) ethnic cultural persistence, (2) the emergence and evolution of collective action groups for defending cultural interests in "common property," (3) the role of corporate and organizational structure and culture in the articulation of social relations between contending groups, and (4) the related shifts or changes in the distribution of structural power as a result of changing policy environments to a case study-based ethnographic analysis of an ongoing program of American Indian consultation.
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Mosadi, Pogiso Matthews. "The implementation of the Batho-Pele principles in the North West Provincial Department of Social Services, Arts, Culture and Sport / P.M. Mosadi." Thesis, North-West University, 2004. http://hdl.handle.net/10394/610.
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The Batho-Pele programme is a prescribed national government initiative
which must be implemented by all government departments. The objective of
this prescribed programme is across the board improved service delivery.
It is the objective of this research to describe and analyse the progress made
by the North West Department of Social Services, Arts, Culture and Sport in
the implementation of the Batho-Pele programme since 1998. The basis
assumption is that the Department has thus far been unsuccessful in terms of
effectively establishing this programme within its functional activities. This
severely hampered the Department's ability to render effective services to the
public and identified beneficiaries.
The inefficiencies in the departmental implementation process can be
narrowed down to the following aspects:
A lack of integrated planning
The absence of effective communication links
The failure to improve the quality of live of beneficiaries
A lack of standard departmental implementation procedures
Inefficient evaluation and monitoring mechanisms
Research will be structured by measuring the departmental implementation
procedure against the prescribed national government implementation steps
to realise the objectives of the Batho-Pele programme. In this regard the
departmental Service Delivery Improvement Plan, as introduced in 1998, will
be analysed. Such an approach will firstly enable the researcher to establish
what the shortcomings within the implementation procedure are. However
this approach will secondly also highlight the positive aspects of the
programme. In other words a balanced perspective of the implementation
procedure will be provided. Through identifying the shortcomings and linking
it to the positive outcomes of the programme it would be possible to come to
specific conclusions regarding the shortcomings of the programme. On the
basis of these conclusions it would be possible to make specific
recommendations on how to refine and improve the service delivery process
to the benefit of the public.Thesis (M. Ontwikkeling en Bestuur)--North-West University, Potchefstroom Campus, 2005.
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Armenta, Delgado I. "Constructing the concept of 'culture' in a Mexican university language department : the struggles of a small group of English teachers and students." Thesis, Canterbury Christ Church University, 2013. http://create.canterbury.ac.uk/12991/.
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This thesis is an investigation of how a group of foreign and local English language teachers and students at the Language Department of the University of Guanajuato, Mexico construct ‘culture’. Through an ethnographic approach, with the use of interviews and classroom observations as the means for gathering data, the stories of eight teachers and twenty four students were explored, in order to unravel their constructions of ‘culture’. Given the abstract nature of the concept ‘culture’, critical incidents from my personal and professional experience were used to spark the participants into sharing their stories. It was through the telling of these stories that the thoughts, ideas and feelings of the participants regarding the Self and the Other were revealed. The construction of ‘culture’ was found to be a complex process in which teachers and students struggle in negotiating diverse sources of knowledge—from the personal (parents and upbringing), to professional and/or public discourses. The processes of relativization, recognition and transformation, as understood in the cosmopolitan tradition, were adopted to explore individuals’ capabilities in constructing ‘culture’. When constructing people and ‘cultures’, individuals are seen to traverse personal and professional trajectories, making the ability to relativize worldviews a challenge. Thus, the cosmopolitan imagination, which foresees Self and societal transformation, is seen to aid the individual in effecting the relativization of worldviews, so that recognition from the perspective of the Other and transformation are made possible. Constructing ‘culture’ was found to be a non-linear process, sometimes smooth and sometimes a struggle. Indeed, this thesis proposes that there are many intersecting factors in the construction of ‘culture’: the concepts which are invoked, the processes involved, and the abilities utilized when deliberating over ‘culture’. The individual is seen to draw upon all of these resources according to the specific contextual factors of the intercultural event.
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Yang, Yuan. "Estudo de termos de origem Arabe na danca oriental." Thesis, University of Macau, 2016. http://umaclib3.umac.mo/record=b3570920.
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O'Sullivan, Sydney. "How can the NWT Department of Education, Culture and Employment assist employees to develop personal resiliency in the face of significant structural change?" Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59465.pdf.
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Mtsweni, Bonginkosi Nelson. "Employee perceptions of performance culture in Mpumalanga, Department of Culture, Sport and Recreation." Thesis, 2016. https://hdl.handle.net/10539/23774.
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Submitted for the partial (25%) fulfillment of the requirements for the degree of Masters of Management in the field of Public and Development Management in the Faculty of Commerce, Law and Management at the University of Witwatersrand
March 2016In the past few years, the contribution of the performance culture to the overall success of the organisation has prompted interest to explore the concept. The purpose of this exploratory study was to determine facets that are perceived to be contributing to the performance culture and how employees in the Mpumalanga Department of Culture DCSR perceive such facets as causal factors to the performance of the organisation. This study is a qualitative descriptive study and semi semi-structures interviews were conducted. Eight participants were requested to take part. Two participants are from the head office and two from each of the three districts. All interviews were conducted face to face. Interviews were recorded on tape, transcribed and assessed according to themes. The overall findings of this study were that there are negative perceptions of performance culture as assessed according to the London School of Economics Eight Dimensions Performance Culture Model.
MT 2018
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Dung, Vu Anh, and Vu Anh Dung. "Improving Workplace Culture in Ha Giang Department of The Interior." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/88378388546382357029.
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碩士義守大學
企業管理學系
102
Office culture is an important factor affecting the perceptions and behavior of members in the organization. Widely regarded as the values, beliefs, standards status, it is developed and maintained within the organization. It also is in accordance with the organization and helps distinguish this organization with other organizations. Thus, the office cultural building fit in an organization is essential for any workplace especially in the context of global integration as organizations face the growing relationship extensive and complex. Not be singled out, Ha Giang Department of the Interior are also looking towards to improve the workplace culture as the basis for administrative reform here. This thesis focused on the factors that affect workplace culture in Ha Giang Department of the Interior through the subjective opinions of the respondents. Since then identify which elements were good, what factors need to complete in order to improve the work culture here. From the collected data, testing scale, factor analysis, the thesis has applied a linear regression model. The study results are also valid recommendations for organizations looking to develop appropriate strategies to achieve perfect efficiency in the workplace culture in Ha Giang Department of the Interior.
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Liu, Yi-Ting, and 劉伊庭. "Master’s ThesisMaster Program, Department of MusicCollege of ArtsChinese Culture University." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/4xd2zy.
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碩士中國文化大學
音樂學系
106
Joseph Haydn （1732 -1809）is a distinguished Austrian composer in classical period.His symphonies and string quartes are became the standard repertoire and the he builds the form of symphony.For trumpet players, Haydn wrote a most famous trumpet concerto, for the newly keyed trumpet invented by Anton Weidinger.The author is going to analyze this concerto and discuss the interpretation. This article is divided into six chapters to analyze Joseph Haydn’s Trumpet Concerto: First of all, the author will state the purpose, intension, range and method of this thesis. Secondly, the writer will introduce the history of the trumpet, the devolopement of valvue trumpet and its character in the orchestra. In the chapter 3, the author will illustrate Joseph Haydn’s biography, musical style and the background of his trumpet concerto. For chapter 4 and 5, the writer will analyze the trumpet concerto and discuss the interpretation of the music, resolution of the technical challenge. In the end, the essay is concluded with the summary of this thesis.
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Huang, Wei-Chen, and 黃瑋貞. "The effect of culture differentiation between a hospital and its emergency department on emergency department medical staff." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/37250018772802116037.
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碩士中國醫藥大學
醫務管理研究所
93
Objective. As the society changes, emergency patients increases day by day. And a hospital usually spend almost a two-third day to interact with the outside world through the channel of its emergency department（ED）. The hospital-based ED is important without saying. Hence, it is important for managers to understand job satisfaction of the ED medical staff. Previous studies of medical staff’s job satisfaction have largely focused on organizational behaviors, and ignored the possible effect of the entire organization on its employees. This study was aimed to investigate the effect of the organizational culture on job satisfaction and leaving intention of hospital-based ED medical staff, especially to explore how the culture differentiation between a hospital and its ED influences its ED medical staff’s job satisfaction and leaving intention, and whether hospital-based ED culture（i.e. subculture）has the greater influence on job satisfaction and leaving intention of ED medical staff than does the hospital culture. Method. The study was a cross-sectional design. Data, including job satisfactions and leaving intention of ED medical staff, ED culture, and hospital culture, were collected from 350 acute hospitals which own emergency departments, through the structured questionnaires. One hundred and ninety-three ED medical staff among 52 hospitals responding the survey were analyzed in this study. Pearson, t-test, one-way ANOVA, and multiple regression were used to examine the effects of the culture differentiation between a hospital and its hospital-based ED on ED medical staff’s job satisfaction and leaving intention. Study result. The results showed that the culture differentiation between a hospital and its ED was not related to the ED medical staff’s job satisfaction and leaving intention. Hospital culture was also not related to the ED medical staff’s job satisfaction. The ED culture（i.e. subculture） was related to the ED medical staff’s job satisfaction. Future analysis showed that the medical staff in the ED characterized as flexible and decentralized culture have higher job satisfaction than those in the ED characterized as dominative and centralized culture. And the medical staff in the ED characterized as internal focus and stable culture have higher job satisfaction than those in the ED characterized as external focus and competitive culture. No evidences showed the hospital culture and its ED culture would influence the leaving intention of the medical staff. Recommendation. Three suggestions were made for the future study. (1) From the theoretical perspective, it suggests that the researchers explore the relationship between organizational culture and employee’s leaving intention using the job satisfaction as a mediated variable. (2) From the methodological perspective, it suggests that the researchers recruit more samples to increase the result generalizability. (3) From the managerial perspective, it suggests that hospital managers should develop a working environment full of conformity and human nature and empower the medical staff in autonomy and decision- making. Furthermore, the leader could be a teacher or a coach to inspire and support the work conditions and feelings of the employees.