Dissertations / Theses on the topic 'South African Weather Service'

The South African Weather Service rainfall seasonal forecasts are verified for the period of January-February-March to October-November-December 1998-2004. These forecasts are compiled using different models from different institutions. Probability seasonal forecasts can be evaluated using different skill measures, but in this study the Ranked Probability Skill Score (RPSS), Reliability Diagram (RD) and Relative Operating Characteristics (ROC) are used. The RPSS is presented in the form of maps whereas the RD and ROC are analyses are presented in the form of graphs. The aim of the study is to present skill estimates of operational seasonal forecasts issued at South African Weather Service A limited number of forecasts show positive RPSS value throughout the validation period. From RD and ROC analysis, there is no skill in predicting the normal category as compared to below-normal and above-normal categories. Notwithstanding, the frequency diagrams show that the normal category was often given a large weight in the operational forecasts. The value of verifying seasonal forecast accuracy from the user’s perspective is important. The understanding of seasonal forecast performance helps decision makers to determine when and how to respond to expected climate anomalies. Therefore the frequent update of the seasonal forecast verification is important in order to help Users make better decisions. Copyright
Dissertation (MSc)--University of Pretoria, 2008.
Geography, Geoinformatics and Meteorology
Unrestricted

Thesis (MBA)--Stellenbosch University, 2002.
ENGLISH ABSTRACT: This study reviews the development and current status of the weather derivative market in the world. As technology has improved, man's potential to model the unpredictable has come to the fore. Changes in the macro economic environment have prompted business to diversify. Deregulation in the American energy market and the advent of weather phenomenon like EI Nino and La Nina enticed large business to hedge their risk exposure in a different way than traditional diversification. Risk for the agriculture sector can be divided into three categories: Price risk, event risk and yield risk. Price risk has been managed by the incorporation of options and futures in the marketing of produce and acquiring of requisites. In conclusion the research finds that the SA market has the potential to grow faster than its American and European counterparts partly because techniques developed can be "leap frogged", but mostly because the SA environment induces smaller contracts that will lead to more market participants and eventually to higher liquidity.
AFRIKAANSE OPSOMMING: Hierdie studie bespreek die ontwikkeling en huidige stand van die Weer afgeleide instrumente mark in die wêreld. Soos tegnology verbeter het, het die mens se vermoeë om die onsekere te voorspel na vore getree. Veranderings in die makro ekonomiese omgewing het besighede genoodsaak om te diversifiseer. Deregulasie van die Amerikaanse energy mark en weerverskynsels soos EI Nino en La Nina het groot besighede verplig om risiko te verskans deur middel van 'n ander metode as tradisionele diversifikasie. Risiko in die landbou sektor kan verdeel word in drie kategorie; prys risiko, gebeurtenis risiko en laastens opbrengs risiko. In die verlede is prys risiko bestuur deur die insluiting van afgeleide opsies in die bemarkingsaksie van kommoditeite. Gebeurtenis risiko is beheer deur oes versekering en die laaste word deesdae deur weer afgeleide instrumente bestuur. In samevatting bevind die navorsing dat die Suid Afrikaanse mark die potensiaal bevat om vinnig te groei. Deels omdat tegnieke wat ontwikkel is gebruik kan word en deels omdat die Suid Afrikaanse omgewing kleiner kontrakte, dog meer deelnemers in die mark stimuleer.

The prosecution service is a key role player in the criminal justice system. Its effectiveness and efficiency directly reflect on the performance and service of the whole criminal justice system. The South African prosecution service in its current shape is relatively young. Constitutional and legislative provisions supplemented by various policy papers have established a framework that in principle allows for an effective and efficient function of the prosecution service in the South African criminal justice system. However, the actual performance of the prosecution service is insufficient, as this thesis suggests. Reasons for the current underperformance can be identified and are strongly linked to the transitional development of the South African prosecution service. In order to increase the performance of the prosecution service and the service of the criminal justice system this thesis explores the challenges facing the prosecution service and that have to be addressed immediately.

Includes bibliographical references.
Surface station, satellite and NCEP re-analysis data are used to examine the evolution of two severe storms that occurred over the eastern coastal regions during South Africa's summer season 1998/99. The storms in November and December were both accompanied by heavy rainfall in two widely separated locations. The storm in December proved to be more severe as it resulted in flooding while tornadoes were reported in the Umtata and Hogsback regions of the Eastern Cape. Both storms appeared to result from interaction between a continental heat low, advection of warm moist air around an anticyclone in the South-west Indian Ocean and an approaching midlevel westerly trough. NCEP derived moisture flux diagrams and back trajectories of air parcels constructed from ECMWF data suggest that the Agulhas Current region was a major source of low level moisture for both storms. TRMM satellite imagery captured heavy rainfall above the high sea surface temperatures of the Agulhas Current. TRMM measurements of rainfall and latent heat in the atmosphere show that the high sea surface temperatures of the Agulhas Current modified the mesoscale environment above the current. To what extent the mesoscale environment above the Agulhas Current modified the synoptic situations over land could be answered using regional modeling and more frequent radiosonde data.

Background In order for the South African Police Service to fulfil its mandate of creating a safe and secure environment, various human, financial, and technological resources are required. Hence, the availability of adequately trained human resources is considered critical in ensuring that the South African Police Service is able to fulfil its roles and responsibilities. Without the efforts, knowledge, capabilities, and committed behaviour of its police officers, the organisation would not be able to achieve its objectives and deliver on its mandated duties. However, recent data published by the South African Police Service revealed an increase in employee turnover, particularly at senior levels within the organisation and among highly skilled/specialist staff. Due to the stringent requirements of law-enforcement positions, the recruitment and selection of police officers is a lengthy, costly and often complex process. This is even more applicable to those in senior and highly skilled and/or specialist positions. It is, therefore, of paramount importance that an effective retention strategy is put in place to curb voluntary employee turnover and thus ensure the retention of scarce skills within the police force. Aim of the Study Being able to retain and engage police officers, a scarce resource, is vital for the South African Police Service in ensuring that it is able to fulfil its legislated mandate. Therefore, the aim of the present study was to identify the push and pull factors and/or the reasons that are most commonly related to voluntary turnover among the employees of the organisation. Identification of these factors would make it possible to present recommendations and/or to propose strategies, policies and practices that could be implemented to increase the retention of skilled senior staff. Method A descriptive research design was utilised. To address the research question, copies of archived exit-interview questionnaires were obtained from the South African Police Service. When an employee tenders his/her resignation, an exit interview is conducted by a trained interviewer (typically a social worker, psychologist or chaplain). During this meeting, an exit-interview questionnaire is completed and archived. This questionnaire consists of both closed-ended and open-ended semi-structured questions. A sample of exit-interview questionnaires (n=91) that comprised questionnaires from employees who held the rank of Sergeant, Warrant Officer or Captain and who had voluntarily resigned from the Western Cape South African Police Service during the 2016/17 fiscal year was obtained. Both qualitative and quantitative data obtained from the exit-interview questionnaires were analysed. Findings The findings suggested that overall, the South African Police Service was considered a good employer. The most prevalent reason for employee turnover was found to be related to the perceived safety of individuals and the risk to employees’ lives in carrying out their duties. The reasons given for resigning from the organisation were divided into two categories, namely individual factors (i.e., related to the person) and organisational factors (i.e., related to the organisation). Individual factor variables provided by respondents as reasons to leave included health, relocation, further studies, family time, rest, long service, and age. Organisational factors included better career opportunities; business opportunities; unfair treatment; lack of recognition, promotion or advancement opportunities; undesirable working hours; and issues with leadership/management. Recommendations Based on the findings, it is recommended that an effective retention strategy is implemented within the South African Police Service that includes career development, health and wellness, reward and recognition, work-life balance, and leadership. This recommended retention strategy should value transparency and empowerment and should aim to create a workplace that is conducive to good working conditions through enhancing team cohesion; creating opportunities for learning; and improving service delivery, the quality of work life, and work-life balance.

In recent years South Africa has experienced numerous service delivery protests. These protests are a result of the lack of delivery of basic services such as water and sanitation (amongst others). To address this, local governments have taken part in benchmarking initiatives (National Benchmarking Initiative, Municipal Benchmarking Initiative) and regulation programmes (BlueDrop,GreenDrop) in an effort to improve the quality of potable water and sanitation services. The latter of these focuses on the quality of the water services delivered and neither focus on the efficiency with which this delivery is achieved. This study uses both nonparametric (data envelopment analysis) aswell as parametric (stochastic frontier) methods to assess the efficiency of water service provision in South Africa over a six year period from 2005 to 2010. Subsequently, the method which is most suited for use in the South African context is proposed. In addition, this study demonstrates how these methods can be used to determine the effectiveness of benchmarking initiatives, namely the National Benchmarking Initiative, in improving the efficiency of water service provision. Furthermore, additional insight into the selection ofm in them out of n bootstrap procedure for efficiency evaluations is established through a simulation study. The inclusion of efficiency evaluations into South African benchmarking initiatives provides new and important insight into the standard of water service delivery. As such, the techniques used in this study illustrate how efficiency analysis can enhance benchmarking initiatives in South Africa.

Most farmers in South Africa use standard insurance to protect their crops against natural disasters such as hail or strong winds. However, no South African insurance contracts exist to compensate for too much or too little rain (although floods are covered), or which will pay out if temperatures were too high or too low for a certain period of time for the relevant crop. Weather derivatives - which farmers may employ to ensure crops against adverse temperatures - do exist, but these are mostly available in foreign markets in the form of Heating Degree Days contracts and Cooling Degree Day contracts and are used chiefly by energy companies. Some South African over-the-counter weather derivatives are available, but trading in these is rare and seldom used. The goal of this dissertation is to establish a pricing equation for weather derivatives specifically for use in the South African market. This equation will be derived using a similar methodology to that employed for credit default swaps. The premium derived will be designed to compensate grape farmers from losses arising from two different climatic outcomes - in this case temperature and precipitation. These derivatives will be region and crop specific and the formulation will be sufficiently flexible as to allow for further climatic possibilities (which may be added at a later stage). These weather derivative premiums will then be compared to standard crop insurance to establish economic viability of the products and recommendations will be made regarding their usage. The possibility of the simultaneous use of these derivatives and standard crop insurance for optimal crop coverage will also be explored and discussed.
Thesis (M.Com. (Risk management))--North-West University, Potchefstroom Campus, 2011.

Thesis (MPA)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: This research study explores the impact of organisational culture with specific reference to the South African Police Service (SAPS) culture on service delivery. The two interrelated concepts "organisational culture and service delivery are discussed broadly in terms of their challenges for the contemporary policing function which put emphasis on the provision of police service and accounatbility to the broader community. The premise of the study is based on literature research evidence that organisational culture is an important factor to influence employee behaviour towards organisational effectiveness and also determine how they respond to its external environment. At the same time a strong organisational culture can be rigid and become a hindrance to change. Service delivery is a critical challenge to the government's ongoing efforts to ensure that its delivery process is efficient and responsive, particularly to the needs of the previously disadvantaged communities. In recent years, this challenge reinforced the government to embark on broad transformation mechanisms in order to position public institutions in an environment where service delivery meets the public needs and expectations. Some of these mechanisms include the promulgation of legislation, regulations and a series of policy frameworks notably, The White Paper on Reconstruction and Development (ROP), 1994, The White Paper on the Transformation of the Public Service of 1995, Public Service Regulation of 1999 etc. However, the provision of efficient service delivery in public institutions is usually constrained by various factors such as lack of capacity and shortage of competency skills, financial and technological resources as opposed to the private sector which normally have these resources in abundance. Since lack of sufficient financial resources will always be a challenge for public service delivery enhancement, this study suggests that public institutions can incorporate some private sector strategies in order to be innovative and improve efficiency. Apart from a lack of the above mentioned resources as contributing factor to inefficient service delivery, available theory on organisational culture state that it is an all encompassing factor that influences employee behaviour in public institutions. Chapter 3 provides a theoretical framework on the concept of organisational culture, its formation, and its sources, how it is sustained in the organisation. Various models and examples of organisational culture as found in small and big organisations such as those associated with government agencies are analysed and distinguish in terms of why the size of the organisation can determine its prevailing culture. Small organisations with flat structures are considered to be flexible, autonomous, innovative and responsive to customer needs. On the other hand the traditional bureaucratic organisations such as government agencies like police organisations tend to be characterised by highly formal hierarchical structure with too many layers, operational rules and regulations which are intended to enforce control measures. However, type of structures are criticised for rigid systems, autocratic, and slow. Models for changing organisational culture in order to increase its effectiveness are suggested. After a theoretical discussion on both the concepts organisational culture and service delivery, the SAPS was used as a case study to establish the applicability and the extent to which organisational culture impact on service delivery. The first stage consist of analytical perspective of the SAPS historical military culture since its inception in 1913 and giving critical accounts of its operational phases that it had undergone until the new dispensation. Since the early 1990s until after April 1994 elections, marked a new era in the SAPS which embarked on broad transformation initiatives in order to change policing function from that of a narrow law and order maintenance to a fully integrated community policing which makes police officers to be accountable to the broader community by rendering police service and problem solving within a human rights culture. However, police culture has been widely criticised as a source of resistance to change and reform, and is often misunderstood. The prevailing police culture which was inherited from the previous paramilitary legacy such as the autocratic leadership style, traditional bureaucratic structure, corruption, secrecy, mistrust are some of the dominant indicators which are identifiable and commonalities among the different police agencies. These dominant features cause any resistance to any change initiative and are perceived with negative image. After contextualising the description of the SAPS, the study describes the methods and procedures used to conduct an empirical research project in the form of a pilot study conducted in two police stations in Cape Town. Data collection methods include the following: 1) literature review, 2) open-ended one-an-one interviews with the station commissioners from the selected stations, 3) distributing survey questionnaires which consist of close ended questionnaires to junior officers at police stations to determine their attitudes towards the organisations they work in, and 4) by means of observation. Theoretical evidence proves that police culture which is characterised by paramilitary, bureaucracy, rigid systems and procedures, inflexible structure still prevail in the SAPS and contributes significantly to lack of coordination, slow response and results inefficient service delivery. It is concluded that police stations are the primary centres where the public gets first hand experience when reporting their cases or need the help of police officers to solve problems in the community. In order to provide efficient police service, units which provide interrelated functions need to be fully integrated under one unit commander in order to improve coordination and prompt response. Policing crime is still the primary function of the police and police officers need to be fully equipped with competency skills and other capacity building programs that are consistent with the contemporary policing function.
AFRIKAANSE OPSOMMING: Hierdie navorsingstudie stelondersoek in na die impak van organisasiekultuur met spesifieke verwysing na die Suid-Afrikaanse Polisiediens (SAPD) se kultuur op dienslewering. Die twee verwante konsepte "organisasiekultuur"en "dienslewering"word breedvoerig bespreek teen die agtergrond van die agtergrond van die uitdagings wat dit stel vir die hedendaagse polisieringsfunsie wat dit beklemtoon dat die polisie 'n diens moet lewer en aanspeeklik moet wees teenoor die breer gemeenskap. Die studie se aanname is gebasseer op literatuurnavorsing wat toon dat organisasiekultuur 'n faktor is wat werknemersgedrag beinvloed ten opsigte van organisasie-effektiwiteit asook hoe werknemers reageer teenoor die eksterne omgewing. 'n Sterk organisasiekultuur word beskou as 'n bindende faktor tussen werkers en die organisasie en dit skep kosekwentheid en rigting. 'n Sterk organisisasiekultuur kan terselfdetyd rigied wees en 'n struikelblok word in die weg van voorgestelde verandering aangesien verandering beskou kan word as inmenging in die normale gang van die organisasie. Hierteenoor het 'n meer buigsame kultuur die voordeel van aanpasbaarheid ten opsigte van verandering. Dienslewering is 'n volgehoue uitdaging vir die regering se se volgehoue pogings om te verseker dat sy leweringsproses effektief is en die behoeftes van spesifiek die voorheen benadeelde groepe aanspreek. Hierdie uitdaging het die regering genoop om transformasie-meganismes daar te stel ten einde openbare instellings in staat te stelom leweringsagente te word wat die behoeftes en uitkomste-verwagtinge van almal aanspreek. Van die meganismes sluit in die promulgering van wetgewing en beleid soos die Heropbou-en Ontwikkelingsprogram (HOP) Witskrif, 1994, die Transformasie van Openbare Dienste Witskrif, 1995, die Openbare Diens Reguleringswet van 1999 ensomeer. Die lewering van effektiewe dienste word gewoonlik beperk deur deur veskeie faktore soos 'n gebrek aan kapasiteit en vaardighede, asook finasiele en tegnologiese hulpbronne wat normaalweg tot die beskiking van die private sektor is. Gegewe dat 'n tekort aan finansiele hulpbronne altyd 'n uitdaging vir effektiewe openbare sektor dienslewering sal wees, stel hierdie studie voor dat openbare instellings sekere privaatsektor strategiee kan inkorporeer ten einde innovasie en effektiwiteit te verbeter. Behalwe bogenoemde beperkende faktore, stel beskikbare organisasiekultuur-teorie dit dat dit ook organisasiekultuur is wat openbare sektor amptenare se gedrag is wat die kwaliteit en vlak van dienslewering beinvloed. Hoofstuk drie bied 'n teoretiese raamwerk vir die konsep organisasiekultuur ten opsigte van hoe dit geskep en in stand gehou word binne organisasies. Verskeie modelle en voorbeelde van organisasiekultuur binne klein sowel as groor organissaies word ontleed en daar word gekyk na hoe die grootte van 'n organisasie organisasiekultuur beinvloed. Klein organisasies met 'n plat struktuur word beskou as buigsaam, outonoom, innoverend en daartoe in staat om die vebruiker se behoeftes aan te spreek. Daarteenoor word tradisionele burokratiese organisasies soos polisie-organisasies gekenmerk deur formele strukture met te veel vlakke, operasionele reels en regulasies ten einde volle beheer te he oor prosedures. Die rigiede stelsels, outokrasie, en stadiege leweringsproses van sulke strukture word dikwels gekritiseer. Modelle om organisasiekultuur te verander ten einde effektiwiteit te verbeter word voorgestel. Die teoretiese bespeking van die konsepte organisasiekultuur en dienslewering word gevolg deur 'n gevallestudie van die SAPD ten einde te bepaal die mate waartoe organisasiekultuur impakteer op dienslewering. Die eerste fase behels 'n analitiese perspektief van die SAPD se historiese militere kultuur sedert 1913 asook' n kritiese blik op operasionele fases waardeur die SAPD gegaan het tot en met die nuwe dispensasie. Die vroee 1990s tot net na die April 1994 verkiesing verteenwoordig' n nuwe era in die SAPD ten opsigte van transformasie inisiatiewe wat daarop gerig was om die polisieringsfunksie te verander van 'n agent wat eng gefokus was op die handhawing van wet en orde na 'n geintegreerde polisiediens wat aanspeeklik is teenoor die bree gemeenskap. Dit behels die lewering van 'n polisiediens sowel as probleem-oplossing binne die konteks van 'n menseregte-kultuur. Polisiekultuur word, as gevolg van misverstande, dikwels beskou as 'n bron weerstand teen verandering. Die heersende organisasiekultuur - wat 'n nalatenskap is van die vorige paramilitere styl byvoorbeeld outokratiese leierskapstyl, tradisionele burokratiese strukture, korrupsie, geheimhouding, wantroue - is van die dominante indikatore wat gemeenskaplike eienskappe is van die verskeie polisie-agentskappe. Hierdie dominante kenmerke veroorsaak weerstand teen enige veranderingsinisiatief en word as negatief beskou. Die beskrywing van die SAPD word gevolg deur' n uiteensetting van metodes en prosedures wat gebruik was tydens die empiriese navorsing wat gedoen was by twee polisiestasies in Kaapstad. Data insamelingsmetodes sluit in: 1) lieratuurnavorsing, 2) ope een-tot-een onderhoude met die stasiekomisarisse van die twee stasies, 3) die verspreiding van geslote vraelyste aan junior offisiere by polisiestasies ten einde hul houding te bepaal teenoor die organisaies waar hulle werk, en 4) observasies. Teoretiese bewyse toon dat die polisiekultuur wat normaalweg gekenmerk word deur paramilitere, buroktariese, rigiede stelsels en prosedures steeds bestaan binne die SAPD en dat dit bydra tot swak koordinasie, swak response en oneffektiewe dienslewering. Ten slotte word gemeld dat polisiedienssentra plekke is waar die publiek eerstehands kennis maak met dienslewering. Ten einde 'n effektiewe diens te lewer, behoort eenhede wat verwante diense lewer geintegreer te word onder die bevel van een bevelvoerder. Misdaadvoorkoming is steeds die primere funksie van die SAPD en beamptes moet toegerus word met die nodige bevoegdhede, vaardighede asook kapasiteitsbouprogramme wat in lyn is met die kontemporere polisieringsfunksie.

Today’s consumers demand much more than quality products – they also value the service that is provided in the retail environment highly (Arnold, 2003:78; Samson&Little, 1993:390) From retailers’ perspective, customer service may have become the only way to differentiate them from competitors because the products that they offer often differ insignificantly from one store to another. Excellent customer service therefore may be the only opportunity to attract and to attain customers to the extent that it results in store loyalty. Unfortunately limited research could be found on customer service that would conquer the hearts and wallets of consumers in specific retail settings for the sake of store loyalty. Extant research mostly address single, very specific elements of customer service or customer service in general in terms of its effect on buyer behavior or store patronage in general. It was proposed that retailers could enhance customers’ repeat purchase behaviour if they could successfully increase customer satisfaction through improved service quality. In order to identify the elements of customer service that are considered crucial in terms of excellent customer service and repeat purchase behaviour, an attempt was made to determine why consumers often divide their purchases across different supermarkets that apparently stock the same goods. The research thus required the identification of the elements of customer service that individually and/or collectively affect consumers’ preference for specific supermarket/s and their probable repeat purchase behaviour. This study also explored how consumers rate the service of supermarkets and attempted to make suggestions in terms of how retailers could improve customer service to ensure consumer loyalty. The systems theory approach was used to guide discussions, as it enabled a study and understanding of the sequence, relationship and interdependency of fundamental elements of customer service (as subsystems ) within a larger complex system (retail environment). The cognitive perspective was incorporated in the discussion of the elements of customer service as it enabled the understanding of customers’ interpretation of customer service. Participants were recruited by means of snowball sampling within the area of Pretoria East in the geographical area of Tshwane. In this area, major supermarkets are located within close proximity, which is conducive for shop hopping. It was required that participants either resided and/or shopped in the specific area; they were from LSM groups 5 and higher; older than 25 years, but no requirements were set in terms of race or gender. A quantitative data collection method was used (a survey: questionnaire). A qualitative data collection technique (focus group discussions) was however implemented beforehand to include every day constructs and to include additional constructs that might have been overseen. It became evident that consumers apparently patronage different supermarkets on a regular basis and that the customer service of some of the supermarkets are viewed significantly better than others. The elements of customer service that are more severely criticized seem to be mostly PROCESS and PERSONNEL related. Through factor analysis and linear regression, three elements of customer service were identified as those that are apparently regarded crucial in terms of excellent customer service. Two familiar elements, namely PROCESSES and PERSONNEL as well as a newly structured element, namely VALUE FOR MONEY was identified to design a model that depicts the elements of customer service that were identified to be crucial in terms of excellent customer service.
Dissertation (M (Consumer Science))--University of Pretoria, 2007.
Consumer Science
unrestricted

The democratisation of education in South Africa reflects a worldwide phenomenon. Coupled with democratisation is the demand for institutional accountability with regard to learner success and support. Regulating authorities such as the Departments of Education and Higher Education, therefore expect training institutions to establish and maintain student support services to assist learners in the successful completion of their studies. As a recognised and accredited education and training service provider, the South African Police Service is therefore required not only to train its employees but also to accept responsibility for the success of its learners. The purpose of this research study is to explore whether or not existing SAPS learner support services rendered to trainees during basic police training are regarded by trainees as valuable and effective. The findings of the study should assist the SAPS in determining areas in which it could improve these services to ensure the success of all its trainees. For the purposes of this study learner support is defined as a comprehensive and rigorous system supporting learning through the provision of a broad spectrum of services (academic and non-academic) that are meant to enable learners to optimise their learning experience. The constructivist learning theory was adopted as the theoretical framework for the study. The research design utilised was survey research, and the data collection instrument was a questionnaire. The validity and reliability of the questionnaire as well as the validity of the constructs utilised were confirmed by means of tests relevant to this purpose. The sample used was representative of the learner population in the SAPS and the response could be classified as very good. The most important findings of this research study were that the learners participating in the research experienced the learner support services they received as useful/helpful and timely rendered. While the results of the frequency tests suggest the existence of some conflicting findings with regard to the usefulness/helpfulness and timeliness of the services rendered it was therefore be concluded that learners who utilised the services found them satisfactory. Overall, it was found that learner support services were regarded as important and generally delivered on time. The instrument, and the large number of respondents involved in the generation of data, ensured a refined analysis of the data. Based on the analysis it was possible to identify specific academies where the provisioning of learner support was more advanced than others. It was also possible to identify specific aspects regarding learner support that could be strengthened, such as Library Services. The research indicates that the SAPS could target certain aspects of its support services and academies for improvement. This study concluded by recommending a learner support model for the South African Police Service.
Thesis (PhD)--University of Pretoria, 2015.
Education Management and Policy Studies
PhD

The sustainability of South Africa municipal water services provision is being challenged by the desire of government to extend high quality services from a relatively small portion of the population to the whole. Evidence of failures in delivery are mounting and many reasons for this have been identified, including a lack of political will at local government levels, low budget priority, insufficient capital, lack of capacity and skill and flawed tariff and accounting structures. This study generates new perspectives by surveying selected but representative, South African municipalities in their capacities as water service authorities (WSAs) on a range of financial sustainability issues – including cost burden on users, cross sub-subsidisation and cost calculations to set tariffs. The study is part of a wider investigation into the setting of tariffs that cover costs and satisfy demand, funded and advised by the Water Research Commission (WRC). The conclusions and recommendations of WRC Project K3/2087 (Hosking, 2011b) are to address: 1. The choice of water service provider, including the private utility option; 2. Market vulnerabilities in water service provision under alternate models of supply; 3. The determination and realisation of full cost recovery; 4. Demand responsiveness/sensitivity of local government supply; 5. The increasing block tariff (IBT) tariff structure; and 6. Abuse of dominance in the market process. Given the limited perspective (i.e. a focus on WSAs), some important national water sustainability issues are given less prominence, e.g. raw water availability and national government capacity to subsidise water service delivery. The key water service sustainability elements on which attention was focused in this study are: • Backlogs in the water service coverage and infrastructure rehabilitation and maintenance. • Standard of water service indicators. • Relative importance of the provision of water services in water service authorities’ strategy and implementation (including budget and risk). • Adequacy of skills to provide a sustainable water service. • Budgeting and planning for the sustainability of the water service. • Adequacy of the costing and tariff setting nexus, with particular attention paid to method and principle. A survey was used to elicit information from selected municipalities (Chapter Four). The municipalities which formed part of the sample and were surveyed were: 1. Nelson Mandela Bay Metropolitan Municipality; 2. Ekurhuleni Metropolitan Municipality; 3. eThekwini Metropolitan Municipality; 4. Cape Town Metropolitan Municipality; 5. Buffalo City Metropolitan Municipality; 6. George Municipality; 7. uMhlathuze (Richards Bay) Municipality; 8. Steve Tshwete (Middleburg) Municipality; 9. Kouga Municipality; 10. Sol Plaatjie (Kimberley) Municipality; 11. Polokwane Municipality; 12. Stellenbosch Municipality; 13. Overstrand Municipality; 14. Midvaal Municipality; and 15. Amathole District Municipality.

Thesis (MPhil)--Stellenbosch University, 2011.
ENGLISH ABSTRACT: The aim of this research report is to identify the alternative service delivery models that could deliver effective and efficient services to the South African public in future. The current economic realities, the effects of globalisation, the potential for technological innovation and the public‟s demand for better services have led the South African government to reconsider the manner in which services are being rendered. A futures methodology tool that was employed in understanding the environment in which services are delivered in South Africa is the environmental scanning. Environmental scanning which took the form of literature review, analysis of statistics already produced by other researchers, official publications and correspondence, newspaper surveys, pamphlets and newsletters, dissertations and theses as well as information from the internet will be employed in this study. Constructive environmental scanning which encompasses both material monism (also known as pop-ism) and the transcendental monism (Naude.2008; 53) was employed to develop a sound understanding of the environment (factors and forces) which have a bearing on the futures of the public service delivery. This exercise revealed that in South Africa services delivery is influenced by the following driving forces (environments): cultural and social, political and legislative, technological and economic. The environmental scanning also revealed that due to the importance attached to service delivery; government had to move away from the conventional approaches to public service delivery where government was the sole provider of services to the public and sought alternative ways of delivering services to the public. The following alternative service delivery models were adopted by government: contracting out, concession, leasing, privatization, management contract, and Electronic government as alternative models of service delivery. Notwithstanding the success of most of the models, some of these proved to be a breeding ground for nepotism, corruption, fraud and a paradise for white collar criminals. Political interference, that masquerades as political oversight is the order of the day. All of these are taking place at the expense of services delivery and are costing the government dearly. Government viewed this as an unhealthy state of affairs and also realised that this situation cannot be left to perpetuate into the future. Most importantly, government has awoken to the reality that the future can no longer be left to chance. Scenario planning was adopted as the research methodology employed in anticipating and preparing for the future. In the quest for v seeking alternative service delivery models for the future, the research report adopted the six stages of scenario planning. The chief value of scenario planning is that it allows policy-makers to make and learn from mistakes without risking career-limiting failures in real life. Further, policymakers can make these mistakes in a safe, unthreatening, game-like environment, while responding to a wide variety of concretely-presented situations based on facts. Scenario planning has an added benefit of allowing participants the latitude to think freely, allows creativity and encourages innovation.

This study has been undertaken to analyse the potential of sport as cultural capital in the South African Police Service. There is a need to determine the role of sport in the SAPS and its realisation as a cultural capital and to also find out why the SAPS does not fully realise sport as Cultural Capital. The study offers an understanding of aspects of law enforcement agency sport, cultural and social capital, social cohesion, the social role of sport, sport governance, political power and struggle and sport policy in the SAPS. A review of relevant literature dealing with sport in the law enforcement agencies, cultural and social capital and sport policy was carried out. The sources to gather information embody: books, magazines, articles, newspapers, Government media reports, journals and information from the internet. Single stage sampling procedure was used as the researcher has access to names in the population and can sample the people or other elements directly (Creswell, 2009). A schedule of questions served as the main data collection tool, and it was piloted on ten per cent of the members of the population who did not serve in the final sample of respondents. This exercise assisted in validating the questions. The qualitative study was done with face-to-face semi-structured interviews to get the views of SAPS sport participants relating to SAPS sport. The questions schedule was used to conduct face-to-face interviews to collect data analysed using Atlas ti. SAPS sport contributes towards the accrual of cultural capital within the South African Police Service, but with an exception of language culture, embodied cultural capital and objectified cultural capital. The study concludes that workplace sport has a positive influence on employees' performance and it contributes significantly towards the high level of employees' commitment to the organisation. Police officers should be given opportunities to be involved in sport and recreation activities within the working environment. SAPS should ensure that proper resources are provided and are made easily accessible to enable employees to participate in sport regardless of rank. All police personnel should be exposed to opportunities that are there because of participation in sport in the work environment. SAPS top management should give full support to all members who are interested in participating in sport because of the benefits that are accrued when taking part in sport. Proper sport structures should be put in place at all levels of SAPS sphere of operations so that there should not be communication breakdown in relation to sport issues.
Thesis (DPhil)--University of Pretoria, 2016.
Biokinetics, Sport and Leisure Sciences
DPhil
Unrestricted

Orientation: The topic of restraint of trade has attracted attention, with significant renewed interest in light of the role it is said to play in contributing to the executive‟s career moves and the protection it offers companies. At the heart of the issue is the perceived unfairness of the contract between the employee signing the contract and the company restraining the employee.Research purpose: The purpose of this study was to describe aspects the restraint of trade within the South African financial services industry.Motivation for the study: The motivation for the study was the development of a deeper understanding of restraint of trade, within the South African context, as the concept became prevalent over the past years with many questions remaining unanswered.Research design approach and method: The research was a qualitative, content study.Main findings/results: The primary finding was that, despite the wide use of such contracts they are not clearly understood, they are still perceived as unfair and are seen as a tool to curb career development.Practical managerial implications: The results suggest that the use of such contracts maybe popular but they are flawed, even though elements such as the period of the contracts and the quantum of payments are known the legal clarity and misunderstanding of these contracts is still an issue.Contribution/value add: The study provides context to Restraint-Of-Trade within a South African framework. It further provides key insight into the perception, misalignment of these contracts to the overall understanding and the aim they are meant to achieve.
Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted

There is tension between the South African Revenue Service’s duty to collect taxes on the one hand, and its duty to respect taxpayers’ rights on the other. An environment where there is clearly respect for the rights of the taxpayer may indeed result in increased voluntary compliance. This thesis constitutes a comparative appraisal of whether the following enforcement powers of the South African Revenue Service (“SARS”) in the South African constitutional context, namely (i) SARS’ power to conduct searches and seizures in order to verify compliance and investigate the commission of offences; (ii) the “pay now, argue later” rule; and (iii) the appointment of a third party on behalf of a taxpayer are in accordance with the Constitution of the Republic of South Africa, 1996 (“Constitution”). It is argued that these powers do not necessarily conform to the Constitution’s values and the fundamental rights contained in the Bill of Rights in Chapter 2 of the Constitution. To address the apparent shortcomings in the current dispensation, the thesis compares these enforcement powers of SARS with similar powers afforded to the revenue authorities of Canada, Australia, New Zealand and Nigeria. Important conclusions are drawn from this comparative review and a number of recommendations for law reform are proposed which, if implemented, would align these enforcement powers with the provisions of the Constitution. The recommendations entail, inter alia, that the seizure component of a search and seizure process should be treated separately, that half of the payment obligation should be suspended until the dispute is heard by an impartial forum, and that an objective measure must be in place to ensure that a taxpayer is able to afford basic necessities when a third party appointment is made.
Thesis (LLD) - University of Pretoria, 2017.
Mercantile Law
LLD
Unrestricted

Affirmative action is the purposeful, planned placement and development of competent or potentially competent persons in or to positions from which they were debarred in the past. Affirmative action is an attempt to redress past population, on a local and national level. One of the requirements of affirmative action in South Africa is that it must target persons who have been discriminted by unfair discrimination in the past. the Emplyment Equity Act was brought into the South African government to bring equality to all. Unfair discrimination is a branch of affirmative action in which individuals are discriminated against not only on race, but includes colour, sex, religion, age, disability, language and the likes. Section 9 of the Constitution of South Africa prohibits unfair discrimination against any person on any of the listed grounds. Section 2 of the Employment Equity Act is in place to aim to achieve equity within the workplace by promoting equal opportunity and fair treatment as well as eliminating unfair discrimination. Section 6, like the Constitution, lists grounds against which an individual may not be discriminated. Historically, the South African Police Services were a deeply-routed racist organization, where only white males were afforded better opportunities. This however changed after South Africa became a democratic country and with the introduction of the SAPS Act. Transformation within the SAPS took place after South Africa moved towards a democratic society.

South Africa has seen a growth in cross-border services in the last decade. This comes as no surprise since, as early as 2010, the global service sector accounted for approximately 70% of the world’s Gross Domestic Product. Given the magnitude of the service sector, it is imperative that South Africa implements laws that seek to tax service fees in an efficient, effective and equitable manner. South Africa’s Minister of Finance and the Davis Tax Committee are amongst the key government stakeholders who have expressed concern regarding the threat that South Africa faces to the erosion of its tax base as a result of outward cross-border service fees. The tax base erosion typically occurs when a non-resident derives a service fee from South Africa which is not taxed in South Africa, whilst the resident payor is allowed to claim a deduction. As a means of addressing the above threat, South Africa introduced the withholding tax on service fees regime. This withholding tax was intended to apply on service fees derived by a non-resident from a source in South Africa. However, as the application of this withholding tax was subject to the application of the relevant double tax treaties, South Africa’s right to impose this withholding tax was in most cases limited. The withholding tax on service fees regime was therefore repealed. With the withdrawal of the withholding tax on service fees, South Africa can only tax service fees to the extent that they are derived by a non-resident from a source in South Africa and attributable to the non-resident’s permanent establishment situated in South Africa. In terms of the Organisation for Economic Co-operation and Development Model Tax Convention ('OECD MTC’), a permanent establishment is defined as essentially comprising of a fixed place of business whilst, under the United Nations Model Tax Convention9 ('UN MTC’), this definition is extended to include the provision of services by a non-resident who is at least present in South Africa for more than 183 days in any 12-month period rendering services in connection with the same or connected project. Globalisation and electronic commerce has made the remote provision of services possible. It has therefore become relatively easy for a non-resident business to render services in South Africa without the presence of a fixed place of business or without being present in South Africa for substantial periods and thereby avoid being subjected to income tax in South Africa on the service income derived. In light of the above, this dissertation argues that the permanent establishment threshold is no longer appropriate for the taxation of services. Specifically, it is contended that the permanent establishment threshold is excessively high and as a result contributes towards the erosion of the source state’s tax base. Various options for addressing this concern are then explored and a recommendation is made that South Africa should negotiate for the inclusion of the technical fee article in its double tax treaties and re-instate the withholding tax on service fees regime.

Abstract Democracyrequires allmembers of the public to be afforded equal opportunities. South Africa is still a young democracy grappling to redress the imbalances of the past, which were not only about colour but also about gender and many other inequities. Prior to 1994, the South African public service systematically marginalised women across the colour spectrum. The introduction of the enabling legislation on affirmative action after1994 meant that women were classified as a category of the previously disadvantaged. Government departments have since then been expected to complywiththis legislation and advancewomenwho have the rightqualifications and experience tomanagerialpositions fromwhichtheywere previously excluded.The first part of this article examines the legislative framework and progress that has beenmade in the appointment of women to managerial positions in the South African public service. Statistics are used to quantify the progress that has beenmade.The second part of the article analyses obstacles that hamper the advancement of women.Lastly the article focuses on possible ways of addressing obstacles to the advancementofwomen.

Thesis (PhD)--University of Stellenbosch, 2000.
ENGLISH ABSTRACT: Although terms such as input, output, outcomes, productivity, quality, efficiency and effectiveness represent measures of performance, they also measure different aspects of performance. The question of the relevance of the measurement of performance for the South African Police Service (SAPS) invariably arises. The following three questions have, therefore, been formulated: • What is the relevance of performance measurement for the SAPS? • Which performance measurement determinants must be addressed and integrated into the process of performance measurement in the SAPS? • How could performance measurement improve the rendering of service? The purpose of the exploratory study was to provide a conceptual framework for performance measurement by developing a systematic and comprehensive performance measurement system (model) for the SAPS which will have longterm advantages for both the SAPS and the customers and/or communities they serve. The key aims were, "therefore, threefold: • To ensure that the SAPS is fulfilling its mission and accomplishing targeted results. • To measure police performance (successes) in respect of input, output, outcomes, effectiveness and efficiency which will have a direct impact on the combating of crime and is of value to customers and/or communi ties served by the police. • To compare a newly developed and pilot-tested model with the present performance measurement initiative used by the SAPS to prove that the new model has promise. Face-to-face and focus group interviews were conducted with 16 English and Welsh individuals. In addition, face-to-face and focus group interviews were also conducted with 12 police officials of the SAPS in order to determine the current state of affairs regarding police performance measurement. As part of the inductive study and to focus on the formulated questions and purpose, as well as to account for the data, three hypotheses were formulated for this study. The newly developed model will, therefore, enable the establishment of the extent to which: • Resources (human and physical) could be used effectively and efficiently by focussing on performance measurement. • Police operations and activities could be improved on an ongoing basis by focussing on targeted results. • Police operations and activities will have a positive impact on the combating of crime. A conceptual performance measurement framework was developed which reflects the fulfilment of the SAPS's mission and the accomplishment of targeted results. This model also measures the performance (successes) of the SAPS in respect of input, output, outcomes, effectiveness, and efficiency. Twenty police stations of one police area in the Western Cape were selected for the pilot-testing of the newly developed performance measurement system for the SAPS. After the model had been successfully piloted, it was compared with the performance measurement system used by the SAPS at present. The proposed model achieved a substantial higher mark in comparison with the present process/system used in the SAPS. Finally, the new performance measurement system for the SAPS that consists of the following performance measurement determinants namely, strategic direction, performance framework, performance measures, strategy-institutionalizing and performance assessment provides an important building block in the process of analysing the quality of service. In conclusion, according to this exploratory study the newly developed performance measurement system for the SAPS shows that the SAPS can apply the model, in its current format, fully and optimally. However, some shortcomings connected to the model, have been identified.
AFRIKAANSE OPSOMMING: Alhoewel terme soos insette, produksie (uitsette), gevolge (resultate), produktiwiteit, 'kwaliteit, doelmatigheid en doeltreffendheid maatstawwe van werkverrigting verteenwoordig, meet dit ook verskillende aspekte van werkverrigting. Die vraag na die toepaslikheid van die meet van werkverrigting vir die Suid-Afrikaanse Polisiediens (SAPD) tree telkens na vore. Die volgende drie vrae is derhalwe geformuleer: • In watter mate is die meet van werkverrigting op die SAPD van toepassing? • Aan watter beslissende faktore vir die meet van werkverrigting moet aandag geskenk word en watter van hierdie faktore moet in die proses van die meet van werkverrigting in die SAPD geïntegreer word? • Hoe kan die meet van werkverrigting dienslewering verbeter? Die doel met die verkenningstudie was om 'n voorstellingsraamwerk vir die meet van werkverrigting te verskaf deur 'n stelselmatige en omvattende stelsel (model) vir die meet van werkverrigting vir die SAPD te ontwikkel wat langtermynvoordele sal inhou vir die SAPD, sowel as die kliënte en/of gemeenskappe wat dit bedien. Die sleuteldoelwitte is daarom drievoudig: • Om te verseker dat die SAPD sy missie ten uitvoer bring en die beoogde resultate bereik. • Om die werkverrigting (suksesse) van die Polisie met betrekking tot insette, produksie, resultate, doelmatigheid en doeltreffendheid te meet wat 'n direkte invloed op die bekamping van misdaad sal hê en ook van waarde is vir kliënte en/of gemeenskappe wat die Polisie bedien. • Om die nuutontwikkelde en voorafgetoetse model te vergelyk met die metode wat die SAPD tans gebruik om werkverrigting te meet om te bewys dat die nuwe model belofte inhou. Persoonlike onderhoude is met 16 Engelse en Walliese persone gevoer en fokusgroepsbesprel<.ings is gehou. Persoonlike onderhoude is ook met 12 polisiebeamptes van die SAPD gevoer en fokusgroepsbesprekings is gehou om die huidige stand van sake oor die meet van werkverrigting in die Polisie te bepaal. As deel van die verkenningstudie en om op die gestelde vrae en doel te fokus, asook om 'n verldaringvir die data te gee, is drie hipoteses vir hierdie studie geformuleer. Die nuut ontwikkelde model sal dus die mate van die volgende kan bepaal: • Hulpbronne (menslik en fisies) doeltreffend en doelmatig benut word deur op werkverrigting te fokus. • Polisie-operasies en -aktiwiteite op 'n deurlopende grondslag verbeter kan word deur op die beoogde resultate te fokus. • Polisie-operasies en -aktiwiteite 'n positiewe invloed op die bekamping van misdaad sal hê. 'n Voorstellingsraamwerk vir die meet van werkverrigting is ontwikkel wat die uitvoeringvan die missie van die SAPD en die bereikingvan beoogde resultate weerspieël. Hierdie model meet ook die werkverrigting (suksesse) van die SAPD met betrekking tot insette, produksie, gevolge, doeltreffendheid en doelmatigheid. Twintig polisiestasies van een polisie-area in die Wes-Kaap is gekies vir die vooraftoetsing van die nuutontwikkelde stelsel vir die meet van die werkverrigting vir die SAPD. Nadat die model suksesvol getoets is, is dit vergelyk met die stelsel wat tans deur die SAPD gebruik word om werkverrigting te meet. Die voorgestelde model het 'n aansienlike hoër punt behaal in vergelyking met die stelsel wat tans in die SAPD gebruik word. Laastens bied die nuwe stelsel wat werkverrigting in die SAPD meet en wat bestaan uit die volgende bepalings vir die meet van werkverrigting, naamlik strategiese rigting, raamwerk vir werkverrigting, maatstawvve vir werkverrigting, strategiese institusionalisering en waardebepaling van werkverrigting 'n belangrike bousteen in die ontledingsproses van kwaliteit diens. Sammevattend toon die nuutontwikkelde stelsel VIr die meet van werkverrigting in die SAPD volgens hierdie verkenningstudie dat die SAPD die model in sy huidige formaat ten volle en optimaal kan toepas. 'n Paar tekortkomings met betrekking tot die model is egter geïdentifiseer.

Thesis (MPA)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: research study was about finding the right sourcing strategy that would work effectively for the South African Police Service (SAPS) garages. Its purpose was to help the SAPS garages deal strategically and effectively with their work load while repairing the SAPS vehicles, as the current evidence indicated that the garages might not have sufficient capacity to cope with the volume of repairs they were receiving. The research was structured as a case study design, in which personal interviews were held with SAPS garage managers, SAPS strategy drivers (Head Office) and executive managers at the City of Cape Town, Western Cape Provincial Government Fleet, and Passenger Rail Agency of South Africa (PRASA). To follow up on these initial one-on-one interviews, a further questionnaire comprising similar, information-gathering questions was sent out to various SAPS garage managers to elicit more detailed information on the circumstances of their individual garages. A literature review, which formed the basis of the study, explains the sourcing strategy, and explores different sourcing options including how to make the best sourcing decision. In this study, three models of sourcing strategy were considered, and were supported by the case study of the City of Cape Town, Western Cape Provincial fleet management, and PRASA. This study has proved that what the different authors have written and recommended about in-sourcing and outsourcing can still be considered in conjunction with the current legislative and policy framework. The cost analysis was conducted in order to be able to assess which option would be the more expensive between in-sourcing and outsourcing. The fundamental finding of this research was that the SAPS garages could not handle all the work they were receiving, as they did not have the capacity, for various reasons, to deal with the volume of vehicle repairs that were coming in, and that the variety of sourcing strategies at the different garages were not effectively reducing the backlog. There was no clear sourcing strategy in place from the National office to guide the garages. From these findings, the recommendation is that the big garages should handle all the services and minor repairs including some major repairs, with the majority of the major repairs being outsourced to service providers, while the smaller garages should focus on services and minor repairs only, and outsource all major repairs. The vehicles that are not within a 30km radius of the SAPS garages must be directly outsourced to providers using the RT46 contract, or similar arrangement. Further research studies are needed regarding the demographic structure of the garages, and also regarding the effectiveness and efficiency of the actual running of the garages. A balance then needed to be found between in-sourcing and outsourcing, whilst ensuring that the garages were operating efficiently and outsourcing responsibly.
AFRIKAANSE OPSOMMING: Die navorsingstudie is gedoen om die effektiefste en geskikste verkrygingstrategie vir die voertuigwerkswinkels van die Suid-Afrikaanse Polisiediens (SAPD) te bepaal. Die doel was om die werkswinkels te help om strategies en effektief te werk gegewe hulle werkslading, aangesien huidige bewyse getoon het dat hulle nie voldoende kapasiteit daarvoor het nie. Die navorsing is gestruktureer as ’n gevallestudie, waartydens persoonlike onderhoude met SAPD-werkswinkelbestuurders, SAPD- strategiese drywers (Hoofkantoor), en uitvoerende bestuurders van die Stad Kaapstad, die Wes-Kaapse Provinsiale Regering-vloot en die passasier-spooragentskap van Suid-Afrika (PRASA) gevoer is. Ter opvolging van die oorspronklike individuele onderhoude is ’n verdere vraelys gebruik waarin soortgelyke vrae aan SAPD-werkswinkelbestuurders gestel is om meer inligting aangaande die toestand van hulle werkswinkels te bekom. ’n Literatuuroorsig, wat die basis gevorm het van die studie, verduidelik die verkrygingstrategie en ondersoek verskillende verkrygingsopsies, asook hoe om die beste verkrygingsbesluite te neem. In hierdie studie is drie verkrygingstrategiemodelle oorweeg, wat ondersteun is deur die gevallestudie van die Stad Kaapstad, die Wes-Kaapse Provinsiale Regering-vlootbestuur en PRASA. Die studie het bewys dat dít wat die onderskeie outeurs oor in- en uitkontraktering bevind en aanbeveel het, steeds oorweeg behoort te word, aangevul deur die bestaande wetgewing en beleidsraamwerk. Die kosteontleding is gedoen om te bevestig watter in- of uitkontrakteringsopsies die effektiefste sou wees. Die fundamentele bevinding van hierdie navorsing is dat die SAPD se voertuigwerkswinkels tans nie al die werk wat hulle ontvang, kan hanteer nie, omdat hulle om verskeie redes nie die nodige kapasiteit het om die groot aantal voertuie wat inkom, te herstel nie. Die uiteenlopende strategieë wat die onderskeie werkswinkels volg sover dit uitkontraktering betref, verminder ook nie die agterstand nie. Daar is nie ’n duidelike verkrygingstrategie van die nasionale kantoor wat riglyne aan die werkswinkels verskaf nie. Die aanbeveling na aanleiding van hierdie bevindinge is dat die groot werkswinkels al die versienings en kleiner herstelwerk, met inbegrip van sekere groot herstelwerk, moet hanteer, terwyl die kleiner werkswinkels moet fokus op versienings en kleiner herstelwerk, en alle groot herstelwerk moet uitkontrakteer. Indien voertuie buite ’n 30 km-radius van ’n SAPD-werkswinkel is, moet sodanige herstelwerk uitgekontrakteer word deur gebruik te maak van die RT46-kontrak, of ’n soortgelyke reëling. Verdere navorsingstudies is nodig oor die demografiese struktuur van die werkswinkels, asook die doelmatigheid en effektiwiteit betreffende die werklike bedryf van die werkswinkels. ’n Balans moet gevind word tussen in- en uitkontraktering, terwyl daar verseker moet word dat die werkswinkels effektief bedryf word en uitkontraktering op ’n verantwoordelike wyse geskied.

The purpose of the study was to determine the developmental needs of HRD practitioners in selected departments of the South African Public Service. Developmental needs as an independent variable and the role of HRD practitioners – marketing HRD interventions, conducting training needs analyses, designing and developing HRD interventions, implementing HRD interventions, and monitoring, evaluating and giving feedback on HRD interventions - were investigated. A sample of seventy (70) HRD practitioners working in seven public service departments was drawn. The developmental needs to market HRD interventions, conduct training needs analyses, design and develop HRD interventions, implement HRD interventions, and monitor, evaluate and give feedback on HRD interventions were determined within and between HRD practitioners and public service departments to establish differences and similarities. Results averred that HRD practitioners have developmental needs to perform the abovementioned functions. However, compared to Blacks and Whites, Coloureds and Indians seem to have more developmental needs in marketing, conducting training needs analysis, implementing HRD interventions and generic HRD skills. HRD practitioners from the departments of Health and Transport seemed to have more developmental needs in conducting training needs analyses and designing and developing HRD interventions when compared to other public service departments. Females need more development in marketing and implementing HRD interventions than males. HRD practitioner developmental needs in implementing, monitoring, evaluating, and giving feedback on HRD interventions were the same for all age groups. HRD practitioners in the department of Health and Transport need more development in generic skills compared to other departments. However developmental needs on generic skills are the same for all age groups.
Dissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
unrestricted

The dawn of democracy failed to bring legitimacy to the Police Service. Public and political debate seriously lambasted the Police Service for criminal offences committed on and off duty by police officials which pertained to the infringement on the individual rights regarding personal safety and the right to own property. The outcry against criminal offences by police officials forced the Police Service to deal decisively with criminality in the Police Service by means of fitness boards. While the government and public approved of the attempts to rid the Police Service of criminality it was met with union resistance in the Eastern Cape and defeat in the Labour Court. Different legislation, internal arrangements and case law were observed in this study. The purpose was to determine the strength or weaknesses if any of the applicable legislation and internal arrangements which contributed to a finding against the Police Service in the Labour Court.

Thesis (MTech (Business Administration))--Peninsula Technikon, 2002
Team effectiveness is imperative for the enhancement of service delivery in the South African Police Service. This research is based on the implementation ofteam effectiveness strategies and the impact it has on the service delivery of the South African Police Service. This is an action research project and the theory that is included, serves to underpin this approach. A crucial element ofthe research is the analysis of the driving forces that have a positive influence on team effectiveness and the restraining forces that have a negative impact on team effectiveness.The personnel who are responsible for visible policing in the SAPS in the Area West Metropole were the respondents in this study. The research attempts to show the real issues regarding team effectiveness and the vast benefits which could be achieved by implementing this intervention. A structured questionnaire was distributed to the different commanders different police stations in the Area, in order to distribute to the personnel that were responsible for visible policing, ranging from the civilian rank to the rank of Superintendent. The respondents gave the questionnaire after completion to the commanders and the researcher collected it afterwards from the commanders. The method of data collection was within a qualitative methodology. Conclusions were made which were put up for recommendations.

Thesis (MBA (Business Management))--University of Stellenbosch, 2009.
ENGLISH ABSTRACT: Experimental research in psychology and economics indicates that depression causes heightened risk aversion. Previous research has documented robust links between seasonal variation in length of day, seasonal depression (known as seasonal affective disorder, or SAD), risk aversion and stock market returns. One such study provides international evidence that stock market returns vary seasonally with the length of the day, a result called the SAD effect. Stock returns are shown to be significantly related to the amount of daylight throughout the autumn and winter. Another study examines the SAD effect in the context of an equilibrium asset pricing model to determine whether the seasonality can be explained using a conditional version of the capital asset pricing model (CAPM) that allows the price of risk to vary over time. Given the above as the base departure point, this report analyses the SAD effect in the context of the South African capital market, where, firstly, the variation in length of day during the year is not so severe compared with other countries like Sweden and the UK and, secondly, a more recent dataset includes the effects of integrated markets and globalisation, that possibly resulted in a shift of seasonal behaviour in the market. It quantifies the SAD effect in general, across industry sectors, over time periods and confirms that a conditional CAPM holds in explaining the seasonality due to SAD. The results differ substantially from those of prior studies. The expected signs of the SAD and Aut coefficients are reversed. Closer analysis shows that seasonality in stock returns has undergone a shift compared to seasonality in an older dataset. A prior finding that effects, such as the SAD, are better explained using excess returns than using raw total returns of the market, is reinforced. The analysis of SAD over time sheds some light on the unexpected outcome of the SAD and Aut coefficients by providing evidence that the validity of regression models deteriorated over time and, more conclusively, that in two consecutive periods, the SAD and Aut coefficients decreased in absolute value. It also found that the coefficients are linearly related to excess returns during the latter period only. The conditional CAPM provides evidence that the effect of SAD is captured in the time variation in the price of risk. The factor of reducing the remainder of SAD in error terms is, however, remarkably smaller. The implication is that market risk already accounts for the SAD effect, but only to a degree, and that the remaining contribution of the SAD effect contained in varying the price of risk is substantially less significant. This finding coupled with the contradictory results in the signs of SAD and Aut coefficients renders evidence of SAD in the South African market rather inconclusive.
AFRIKAANSE OPSOMMING: Navorsing in die gebied waar sielkunde en ekonomie oorvleuel, toon dat depressie ‘n verlaagde risiko-aptyt meebring. Meer spesifiek, vorige navorsing dokumenteer dat robuuste skakels tussen seisoenale lengtes van dae, seisoenale depressie (beter bekend as winter depressie), risiko-aptyt en opbrengste op die andelebeurs bestaan. Een van hierdie studies, wat uitgevooer was op ’n aantal hoof internasionale markte, bevind dat opbrengste op die aandelebeurse wel seisoenaal varieer in ooreenstemming met die lengtes van dae. In dié studie word daar getoon dat opbrengste noemenswaardig ooreenstem met die hoeveelheid sonlig gedurende herfs en winter. ’n Ander studie bestudeer weer seisoenale depressie in konteks met ’n ekwilibrium kapitaal-bate prysmodel om vas te stel of seisoenaliteit verklaar kan word deur ’n kondisionele weergawe van hierdie model waar die prys van risiko varieer oor tyd. Met bogenoemde as vertrekpunt, analiseer die verslag wat volg winterdepressie in die Suid-Afrikaanse aandelemark waar, eerstens, die variasie in lengtes van dae gedurende die jaar minder is as vir ander lande soos Swede en Engeland, en tweedens, waar ’n meer onlangse datastel die effekte van geintegreerde markte en globalisasie insluit. Die verslag kwantifiseer seisoenale depressie in die algemeen op die effektebeurs, pas dan regressie-modelle toe op verskeie industrie-sektore en oor verskillende periodes. Ten einde, word bevestig dat ’n kondisionele kapitaal-bate prysmodel seisoenaliteit as gevolg van winterdepressie kan verklaar. Vergeleke met vorige studies, word daar teenstrydighede in die resultate opgemerk ten opsigte van die verwagte tekens van die koeffisiënte. Met nadere ondersoek word bevind dat die seisoenaliteit in opbrengste ’n verskuiwing ondergaan het vergeleke met ’n ouer datastel. ’n Vorige bevinding dat faktore, tipies soos seisoenale depressie, beter verklaar kan word deur alpha opbrengste (risiko vrye obrengste afgetrek) as rou opbrengste, word bevestig. Die analise oor tyd verklaar gedeeltelik die onverwagte koeëfisiënte. Daar word waargeneem dat die geldigheid van regressie modelle oor twee opeenvolgende tydperke verswak het. Verder word daar ook bevind dat die absolute waardes van die koeëfisiënte verklein het en dat koeëfisiënte ’n liniêre verwantskap met opbrengste toon, slegs in die latere tydperk. Die toepassing van ‘n kondisionele kapitaal-bate prysmodel bevestig dat seisoenale depressie teenwoordig is in die prys van risiko. Daar word verder bevestig dat mark risiko gedeeltelik seisoenale depressie verklaar en dat die oorblywende teenwoordigheid daarvan in die prys van risiko heelwat minder statistiese geldigheid het. Gegewe dit, tesame met die teenstrydigheid in die tekens van die koeëfisiënte, word enige duidelike konklusies ten opsigte van seisoenale depressie se teenwoordigheid in die Suid-Afrikaanse mark verhoed.

The environment within which the South African public service renders a variety of services is always changing. Some needs may be justifiable and some may not meet the expectations of the South African citizens as their expectations increase while the human resource and financial capacity do not increase in the same proportion. A direct consequence of this situation is a backlog in service delivery, unresponsive service delivery and impatience on the part of consumers. Human resources, therefore, need to be managed for optimum service delivery. The public service needs to invest more in human resource and be able to retain skilled employees. This article attempts to define concepts that relate to human resources development. Furthermore, this article pays attention to the policy and institutional framework within which public services have to be rendered. The objectives of human resource development are also explained in his article. A number of challenges that impede human resources development are analysed. Lastly, the article focuses on interventions and recommendations that could enhance capacity building in the public service.

This study entitled Non-clinical service practice standards in South African Employee Assistance Programmes was conducted by Moses Dumisani Kubheka following a discussion between the study leader Prof. Terblanche and the MSW class of 2012. It was however, discovered that EAPA-SA Standards document has merely been based on work study group and document analysis. The need for empirical study was therefore necessitated. The goal of the study was to explore through benchmarking the extent to which non-clinical services are implemented in the practice in a South African context. This research had an applied research goal since the findings will bring about improvement in the field of EAP. The study was approached in a quantitative paradigm. The study had an explorative and descriptive research purpose. A survey design was applied in the study and non-experimental design as no variable were manipulated. An on-line questionnaire was compiled after an intense literature review on non-clinical services was conducted. The questionnaire was designed using Qualtrics an IT software programme for on-line collection and analysis of quantitative data. (See annexure 4). No sampling was done as all registered EAPA-SA members for the year 2014 were involved in the study. Participants were provided with the link to access the on-line questionnaire and complete it anonymously. The data from completed questionnaires were cleaned and all which were 30 minutes and less were eliminated as the criteria that was set during piloting was 45 minutes and more. The total of 64 responses were analysed; interpreted and presented in a form of tables. It has been discovered through empirical study that, the majority of EAPA-SA membership is females form public sector. Some of the respondents are not directly involved on the production level, but occupies positions as managers and related fields, consultants responsible for training and lecturing in the field of EAP, while others are responsible for the EAP and wellness field in a combined manner. The majority of the respondents (60%) is aware of the EAPA-SA Standards document, however, respondents with more years of experience in the EAP field seem not to utilise the EAPA-SA Standards document, but solely rely on their experience. Reasons and views for non-utilisation of the Standards document, ranged from no access to the Standards document, not aware of the Standards document and the impracticality of the Standards document. Organisational consultation practice as a core technology is confirmed by most of the respondents (48%). A structured process during organisational consultation is confirmed by 45%. Some of the respondents responded that consultation is seen as Human Resource Management function and if practiced, its only in crisis situation. Dependents of employees are less involved during consultation. HR matters in general, seem to be the matter most frequently consulted about. Training seem to be practice by the majority of the respondents across all sectors. Reasons for no EAP training ranged from: not part of the policy, lack of knowledge, nor part of SOP, capacity limitation, no independent EAP section, not the role of the consultant and training is too expensive. First-line supervisors seem to be group mostly targeted during supervisory training and EAP services, confidentiality, role of supervisors and referral procedure seem to be the most common content of training. Moreover, data projector, training manuals and brochures seem to be the most utilised training aids, whilst role-plays, emails, case study seem to be less frequently utilised. Marketing of EAP in practice is done by internal EAP staff in almost all sectors. Marketing strategy is confirmed by the majority from full-time private practice, while application of the seven Ps of marketing mix is confirmed only by 37% of EAP professionals and mostly from the public sector which may be an indication of limited knowledge of theoretical concept. Meetings, brochures and internet seem to be the methods commonly utilised to market EAP.
Mini Dissertation (MSW)--University of Pretoria, 2015.
Social Work and Criminology
MSW
Unrestricted

Includes bibliographical references.
This thesis looks at after-sales service in the South African motor industry, an area where very little research has been published. The aims of the project, in addition to just gaining a better understanding of the broad subject, were to find out the relative importance, in the mind of the customer, of the car or dealer service, as well as factors such as reliability, the standard of work done by dealers, on-time delivery, etc. other aims were to compare the service received by customers with different makes of car and relate the importance of different factors to respondent characteristics such as gender, age, etc.

This thesis develops an innovative process-based analysis of contemporary model performance of precipitation over southern Africa. This region is typically understudied and not fully understood due to the complexity of various influences and drivers of precipitation. Historical simulations of precipitation are assessed including principal drivers, sources of biases and dominant modes of interannual variability. The South Indian Ocean Convergence Zone (SIOCZ), a large-scale, austral summer rainfall feature extending across southern Africa into the south-west Indian Ocean, is evaluated as the feature of interest in historical simulations. Most CMIP5 models simulate an SIOCZ feature, but are typically too zonally oriented and discontinued between land and the adjacent Indian Ocean. Excessive precipitation over the continent is likely associated with excessively high low-level moisture flux around the Angola Low, which is almost entirely due to model circulation biases. Drivers of precipitation over southern Africa include three dominant moisture flux transport pathways which originate from flow around the SIOHP and SAOHP and monsoon winds. Interannual variability in the SIOCZ is shown by a clear dipole pattern, indicative of a northeast-southwest movement of the SIOCZ. Drivers of this shift are significantly related to the El Niño Southern Oscillation and the subtropical Indian Ocean dipole in observations. However models do not capture these teleconnections well, limiting confidence in model representation of variability. A large majority of the population rely heavily on precipitation over southern Africa for agricultural purposes. Therefore spatial and temporal changes in precipitation are crucial to identify and understand with intentions to ultimately provide useful climate information regarding water security over the region. Key climate change signals over southern Africa are established in this thesis (OND and DJF), in which the dominant regional mechanisms of precipitation change over southern Africa are quantified. Robustness and credibility of these changes are additionally quantified. The most notable projected change in precipitation over southern Africa is the distinct drying signal evident in the pre-summer season (OND). This has the implication of delaying the onset of the rainy season affecting planting and harvesting times. Future projections of the SIOCZ are determined, which indicate a northward shift of approximately 200km. A dipole pattern of precipitation wetting/drying is evident, where wetting occurs to the north of the climatological axis of maximum rainfall, hence implying a northward shift of the ITCZ, consistent with the SIOCZ shift. Using a decomposition method it is established that ΔP's dipole pattern emerges largely from the dynamic component, which holds most uncertainty, particularly over the south-west Indian Ocean. Changes in precipitation over land are not solely driven by dynamical changes but additionally driven by thermodynamic contributions, implying projected changes over land and ocean regions require different approaches. SST patterns of warming over the Indian Ocean corroborate the warmest-get-wetter mechanism driving wetting over the south-west Indian Ocean, which is robust in both key seasons. Coherent model behaviour is understood via across model correlation plots of principal components, whereby patterns of coherent warming patterns are identified. Composite analyses of diagnostic variables across models illustrate patterns driving projected precipitation changes. Drying is more robust over land than over the south-west Indian Ocean. Clear robust drying signal in OND, however magnitude is uncertain. Drivers of uncertainty include SST pattern changes, which modulate atmospheric circulation patterns. Therefore reductions in uncertainty rely on the accurate representation of these processes within climate models to become more robust. There is a desire from both climate scientists and policy-makers to reduce uncertainty in future projections. No one particular methodology is unanimously agreed upon, however one approach is analysed in this thesis. Uncertainties of future precipitation projections are addressed using a process-based model ranking framework. Several metrics most applicable to southern African climate are selected and ranked, which include aspects of both mean state and variability. A sensitivity test via a Monte Carlo approach is performed for various sub-samples of “top” performing models within the CMIP5 model dataset. Uncertainty is significantly reduced when particular sub-sets of “top” performing models are selected, however only for austral summer over the continent. The result has the implication that potential value is established in performing a process-based model ranking over southern Africa. However additional investigation is required before such an approach may become viable and sufficiently credible and robust. Reductions in model spread are additionally established in SIOCZ projections, whereby model processes of change exhibit agreement, despite differing initial SIOCZ conditions. Therefore model process convergence and coherence is established with respect to projected changes in the SIOCZ, irrespective of initial climatology biases.

Abstract: This article concentrates on the South African National Defence Force (SANDF), as a South African public sector department, its acceptance of the Batho Pele principles and the implementation of various organisational performance improvement programmes. However, despite accepting the principles and the programmes, it is uncertain whether the SANDF institutionalised them in order to effect continuous performance improvement.

Abstract: This article concentrates on the South African National Defence Force (SANDF), as a South African public sector department, its acceptance of the Batho Pele principles and the implementation of various organisational performance improvement programmes. However, despite accepting the principles and the programmes, it is uncertain whether the SANDF institutionalised them in order to effect continuous performance improvement.

Customer service excellence (CSE) is the common thread that binds all businesses; as without customers no trade can take place. The South African retail sector is one of the drivers of the economy and it is important that CSE is continuously monitored to ensure that standards of excellence are maintained. What remains unknown and unmeasured is the impact of the employees and the organisation on CSE. The retail sector is dependent on its customer facing employees to be the face and character of the store. Investment in advertising and other media exposure must ultimately be tested when a consumer visits a store and experiences the CSE on the ground and in real time. The investment for the retailer becomes worthwhile if the real face of the company reflects the promises made in the media; and that is in the hands of the men and women who work in the stores. This study sought to find out the impact of employees and organisations in the Centurion mall based retail stores on CSE. Literature was reviewed and quantitative and qualitative research methods was undertaken by means of questionnaires that were distributed to the staff and management of national branded stores in the malls around Centurion. The results obtained were then discussed in terms of each variable tested. The study found that organisational commitment, employee education and employee training have a strong relationship to customer service excellence.

Abstract: This article concentrates on the South African National Defence Force (SANDF), as a South African public sector department, its acceptance of the Batho Pele principles and the implementation of various organisational performance improvement programmes. However, despite accepting the principles and the programmes, it is uncertain whether the SANDF institutionalised them in order to effect continuous performance improvement.

Thesis (MPA)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: A major challenge facing the South African government is the acceleration of service delivery improvement to ensure a better life for all South Africans. The White Paper on the Transformation of the Public Service (South Africa, 1995) has as its objective “empowering, challenging and motivating managers at all levels to be leaders, visionaries, initiators and effective communicators and decision-makers, capable of responding pro-actively to the challenges of the change process, rather than acting as the administrators of fixed rules and procedures.” The White Paper also proposes that new and more participative organisational structures, new organisational cultures, learning organisations, and techniques for managing change and diversity be developed. A new Performance Management and Development System (PMDS) for the Senior Management Service (SMS) has been created, which has as its basis performance management and development as an approach. It consists of a standardised set of competencies, to be used as basis for performance appraisal. As it is expected of SMS members to manage and lead their respective institutions to meet the stated objectives, the Core Management Criteria (CMCs) will have to assist the development of competencies in SMS members to capacitate them to meet the stated objectives and to lead their organisations to change that will assist service delivery. The question, therefore, arises whether the CMCs will develop SMS members to lead their organisations to change. The aim of this research will be to determine whether the competencies used in the PMDS are also focused on leadership and organisational development issues needed in a developmental situation to enable SMS members to lead their organisations, rather than merely acting as the administrators of fixed rules and procedures. The research is divided into distinct phases. The first entails exploring the meaning of competence and the conceptual structure of competencies to be able to analyse the CMCs. This is followed by an analysis of managerial versus leadership competencies in general to provide a theoretical context for an analysis of the CMCs in terms of management or leadership focus. In the next phase the CMCs as competencies used in the PMDS are also analysed and discussed, after which a comparative analysis is undertaken, with competencies used in notable international examples to provide context. In the final phase the CMCs as competencies are analysed in terms of management or leadership focus and focus on organisation development. The research showed that the appraisal system used for the SMS members in terms of the PMDS could lead to a manipulation of the appraisal system whereby SMS members could “influence” the system to their own benefit. The research also showed that there are definite personally oriented competencies absent from the PMDS, whereas they are present in the international examples. The research also showed that certain competencies supporting leadership roles are strengthened by the international systems, whereas these are absent from the PMDS and therefore not strengthened. The research further showed that these leadership roles that are not strengthened by the PMDS, but are included in the international systems, also coincide with the leadership roles that are not strengthened from a theoretical perspective. The research concludes that the CMCs used in the PMDS would probably not support SMS members to develop competencies that are oriented towards leadership and organisation development to enable them to really change their organisation to adapt.
AFRIKAANSE OPSOMMING: Die groot uitdaging wat die Suid-Afrikaanse regering tans in die gesig staar, is versnelde verbetering van dienslewering om ‘n beter lewe vir alle Suid Afrikaners te verseker. Een van die doelwitte van die Witskrif op die Transformasie van die Staatsdiens (1995), is die bemagtiging, uitdaging en motivering van bestuurders op alle vlakke om versiende leiers, inisieerders en effektiewe kommunikeerders en besluitnemers te wees, instaat om pro-aktief te reageer op die uitdagings van die proses van verandering, eerder as om bloot die administrators van reëls en voorskrifte te wees. Die Witskrif stel ook voor dat nuwe en meer deelnemende organisatoriese strukture ontwikkel word, ‘n nuwe organisasie-kultuur geskep word en dat organisasies voortdurend by verandering en diversiteit sal aanpas. ‘n Nuwe prestasiebestuur en –onwikkelingstelsel is gevolglik vir die Senior Bestuurskader ontwikkel. Die stelsel bestaan uit ‘n gestandaardiseerde stel Kern Besuurskriteria wat as basis vir prestasie-evaluering gebruik word. Aangesien dit van Bestuurders verwag word om hul onderskeie komponente te bestuur en die leiding te neem om gestelde doelwitte te bereik, moet die stelsel vaardighede in die Bestuurders ontwikkel wat hulle instaat sal stel om wel die doelwitte te bereik en om leiding te neem om hul organisasies te transformeer om verbeterde dienslewering te bewerkstellig. Die vraag ontstaan egter of die gestelde Kern Bestuurskriteria wel leierskapsvaardighede sal ontwikkel, wat Bestuurders sal benodig om die leiding te neem ten opsigte van verandering. Die doel van die navorsing is om vas te stel of die Bestuurskriteria wat in die prestasiebestuur en – onwikkelingstelsel gebruik word, ook gefokus is op leierskap- en organisasie-ontwikkelingsvaardighede, wat bestuurders sal benodig om leiding te neem, teenoor bestuurders wat slegs optree as administrateurs van reëls en voorskrifte. Die eerste gedeelte van die navorsing analiseer die betekenis van vaardigheid en die konsepsuele struktuur van vaardighede, ten einde die Kern Bestuurskriteria te ontleed. Hierna volg ‘n ontleding van bestuurs- en leierskapsvaardighede in die algemeen, om die teoretiese konteks vir die ontleding van die Kern Bestuurskriteria in terme van fokus op bestuur en leierskap te verleen. In die volgende fase, word die Kern Bestuurskriteria wat as vaardighede in die Suid-Afrikaanse bestuurstelsel gebruik word, ontleed en bespreek. Hierna word ‘n vergelykende analise gedoen met vaardighede wat in geseleketeerde internasionale stelsels gebruik word, om verdere konteks te verleen. Die Kern Bestuurskriteria word daarna ontleed in terme van fokus op bestuur of leierskap, en ook organisasie-ontwikkeling. Die navorsing het bevind dat die evalueringstelsel vir die bestuurskader moontlik deur bestuurders gemanipuleer kan word om hulself te bevoordeel. Die navorsing het verder getoon dat definitiewe vaardighede wat op die persoon self gemik is, ontbreek, terwyl dit wel in die internasionale voorbeelde teenwoordig is. Die navorsing het verder bevind dat die internasionale voorbeelde wel sekere vaardighede leierskapsrolle ontwikkel en versterk, terwyl dit afwesig is in die Suid Afrikaanse stelsel. Die navorsing het verder bevind dat die leierskapsrolle wat nie deur die Suid Afrikaanse stelsel versterk word nie, maar wel deel vorm van die internasionale voorbeelde, ooreenstem met die leierskapsrolle uit ‘n teroretiese oogpunt, wat nie deur die Suid Afrikaanse stelsel versterk word nie. Die navorsing bevind finaal dat die Kern Bestuurskriteria waarskynlik nie die nodige leierskaps- en organisasie-ontwikkelingsvaardighede in bestuurders sal ontwikkel nie, wat wel nodig sal wees om organisasies te verander.

Includes bibliography.
South Africa needs a modern, sophisticated telecommunications network to ensure economic development and political stability. The same network must also provide affordable and reliable service to a great percentage of the population. The telecommunications industry is currently monopolised by Telkom, a state-owned business enterprise (SBE), and does not appear capable of meeting these basic requirements. The purpose of this paper is to present a case for restructuring Telkom and liberalising the telecommunications industry to best serve the needs of the South African economy. The objective for restructuring the telecommunications industry must be to maximise long-term consumer welfare for all South Africans. This paper argues that consumer welfare will be maximised only by dismantling the statutory monopoly structure and moving toward a highly competitive, privately owned telecommunications industry. The economic issues, of course, cannot be discussed realistically without reference to political, social and historical variables, all of which are also considered. By focusing primarily on economic issues, however, this paper strives to avoid the ideological disputes which usually surround discussions of state ownership. This paper focuses on the telecommunications industry because it represents the single most important infrastructural component in a modern economy. It also presents a unique opportunity if managed well, and a grave danger if allowed to continue in its current structure.

On-going research in recent years has shown quality of product and service, as perceived by customer, relative to competition, to be the single most important factor contributing to organizational well-being. Quality of product and service also presents one of the most significant opportunities for corporate differentiation. A major requirement for the successful management of quality is therefore effective measurement. In the case of physical goods, progress has been made over a long period. However, in the case of services, real advances have only occurred within the past decade. The importance of service quality is also highlighted by the fact that most businesses today are losing customers due to its inadequacy, rather than poor products. Indeed, from the customer's point of view, services and products probably do not exist in a dichotomy, but, rather, along a spectrum. Therefore, the measurement of service quality is critical, not only in traditional service organizations, but in manufacturing situations as well. The development of the SERVQUAL questionnaire in 1988, offered researchers, perhaps for the first time, an apparently reliable and valid instrument for the measurement of service quality. However, to date the instrument has not been subjected to rigorous testing for reliability and validity in South Africa, across a range of service organizations, within a typology. In this study, the SERVQUAL instrument was used to measure service quality across a range of firms within the Larsson-Bowen contingency framework, under South African conditions. Its main objectives were to assess its reliability and validity in these circumstances. It was found that SERVQUAL performed well across all organizations within the Larsson-Bowen framework, under South African conditions, with regard to reliability, convergent and nomological validity. Its construct validity proved to be less sound, and it was not found to possess discriminant validity. It is suggested that this is less attributable to South African circumstances than to the nature of the organizations. In cases of low diversity of demand, the instrument appears to capture the essence of service quality less effectively. Means of overcoming this in future studies are suggested, as well as other directions for research in the area of service quality measurement

Abstract This study commences a process of developing a scale for the measurement of service quality in higher education in South Africa and also examines the relationship between the measures of service quality on the one hand and some other related variables such as intention to leave the university, trust in management of the university and the overall satisfaction with the university. Using structured questionnaires, survey data was collected from students (n = 391) in two South African universities. Findings indicate that the 52-item measure of service quality in higher education is a multidimensional construct loading on 13 factors with a high reliability coefficient (0.93) and some construct validity. Significant relationships were also found between service quality in HE and other study variables—intention to leave university, trust in management of the university and overall satisfaction with the university. Some further research directions were suggested and policy implications of findings discussed.

Thesis (MA)--Stellenbosch University, 2000.
ENGLISH ABSTRACT: Sexual harassment is an old problem for the women who are its victims but is relatively new as a social issue. Studies carried out in South Africa and internationally indicate that sexual harassment is a problem in virtually every organisation and that a substantial proportion of working women are the recipients of unwanted sexual attention in the workplace. A number of misconceptions, myths as well as stereotyping regarding sexual harassment in the workplace have added to the frustration female employees experience in trying to have their sexual harassment complaints recognised. Like many organisations, the South African Police Service (SAPS) knows the problem exists, but is unaware of its full extent or the destructive effects it has on employees and the workplace. As sexual harassment usually occurs in private, the women in the SAPS who are being harassed usually do not know how to react or how to handle the harassing situation and conseq uently suffer in silence. Most female employees despair of having the traditionally male dominated management component in the SAPS understand how much sexual harassment humiliates and frustrates them. They also despair of having the support of managers in addressing the problem of sexual harassment in the workplace. Even though the SAPS has a sexual harassment policy, the problem of sexual harassment continues to occur in the workplace. The only protection for the organisation and its employees, is prevention, or lacking that, immediate and appropriate action, following notification of a sexual harassment complaint. Prevention is only likely when the sexual harassment policy has been well communicated to all parties and enforced consistently and fairly. Inher capacity as a social worker in the SAPS, the researcher became aware that even though managers and employees are aware that this type of misconduct occurs, they avoid addressing this sensitive issue because of a lack of proper guidelines. Therefore, the aim of the study was to present guidelines for the composition of a training programme for the implementation of the existing policy document regarding the handling of sexual harassment in the SAPS. The purpose was to ensure that intervention and prevention of sexual harassment in the SAPS will be handled more effectively. Existing literature on the subject of sexual harassment was studied and presented in a theoretical framework. The history, legislation and dimensions of sexual harassment in the workplace i.e. internationally as well as in South Africa and the SAPS, were discussed. The development and consequences of sexual harassment for the organisation and all employees concerned were emphasized. Preventative measures and implementation guidelines for addressing sexual harassment in the SAPS, were explored. The prevalence of sexual harassment in the workplace and the subsequent experience(s) of and effects on female employees regarding such harassment (in the SAPS) is brought into focus. Exploratory - descriptive research was done with the aid of a questionnaire as an instrument for data-collection, at police stations in one area of the West Metropole in the SAPS (Western Cape) where social workers are rendering services. The opinions and attitudes of female employees with regard to their experience(s) or knowledge of the occurrence and the handling of sexual harassment in the SAPS, were determined. Information obtained from the questionnaire is presented in six categories, namely : demographic characteristics of respondents, behaviour of male employees toward female employees, the person(s) responsible for the sexual harassment incident, reactions to the sexual harassment incident, effects of sexual harassment experience(s) on women as well as on the workplace and the addressing of sexual harassment in the workplace. Conclusions and recommendations are made regarding the opinions, knowledge and sexual harassment experiences of female employees in the SAPS as well as how sexual harassment should be handled by various parties such as managers and social workers employed by the SAPS. The implementation of a sexual harassment training programme can be of great value to the South African Police Service and all its employees, provided the staff at management level, professional personnel (social workers, psychologists and personnel practitioners) and all other levels of employees commit themselves to working together on addressing and preventing sexual harassment in the workplace. Regular evaluations should be done by the social worker after the sexual harassment training programme has been implemented, in order to determine the effectiveness of the prevention training programme for addressing sexual harassment in the SAPS. Social workers in the SAPS should endeavour to clarify the extent of the problem of sexual harassment and should bring the seriousness of the problem to the attention of managers and all other employees. Social workers therefore have a crucial role in assisting with the implementation of the organisation's sexual harassment policy and in doing further research regarding sexual harassment in the workplace.
AFRIKAANSE OPSOMMING: Seksuele teistering is 'n ou probleem vir die vroue wie die slagoffers daarvan is, maar dit is relatief nuut as 'n sosiale kwessie. Studies wat in Suid-Afrika en internasionaal uitgevoer is, dui aan dat seksuele teistering 'n probleem in feitlik elke organisasie is en dat 'n aansienlike getal werkende vroue ongewensde seksuele aandag in die werkplek ervaar. Die bestaande wanopvattings, mites sowel as stereotiperings wat in die werkplek voorkom rakende seksuele teistering, dra by tot die frustrasie wat vroulike werknemers ervaar in hul poging om die bestuur hul klagtes oor seksuele teistering te laat insien. Soos baie organisasies, is die Suid-Afrikaanse Polisiediens (SAPD) bewus dat die probleem voorkom, maar onbewus van die omvang daarvan of die skadelike gevolge wat dit inhou vir werknemers en die werkplek. Aangesien seksuele teistering gewoonlik plaasvind in privaatheid, weet die vroue in die SAPD wat geteister word gewoonlik nie hoe om te reageer of hoe om die teisterende situasie te hanteer nie. Gevolglik ly hulle in stilte. Baie vroulike werknemers is in vertwyfeling oor hoe om die bestuurskomponent in die SAPD, wie tradisioneel oorheers word deur mans, te laat besef hoe vernederend en frustrerend seksuele teistering vir hulle is. Hulle is ook desperaat om die ondersteuning van bestuurders te kry ten einde die probleem van seksuele teistering in die werkplek aan te spreek. Alhoewel die SAPD oor 'n beleidsdokument vir seksuele teistering beskik, kom die probleem van seksuele teistering steeds voor in die werkplek. Die enigste beskerming vir die organisasie en die werknemers, is voorkoming of indien dit ontbreek, onmiddellike en gepaste optrede nadat 'n klagte van seksuele teistering aangemeld word. Voorkoming kan slegs geskied indien die beleid ten opsigte van seksuele teistering, goed bekend gemaak word aan alle partye en dit konsekwent en regverdig toegepas word. Die navorser het in haar kapasiteit as maatskaplike werker in die SAPD bevind dat alhoewel bestuurders en werknemers bewus is dat hierdie tipe misdryf voorkom, hulle die hantering van die sensitiewe probleem ontwyk as gevolg van 'n gebrek aan behoorlike riglyne. Die doel van die studie was gevolglik om riglyne daar te stel vir die samestelling van 'n opleidingsprogram vir die implementering van die bestaande beleidsdokument vir die hantering van seksuele teistering in die SAPD. Die doel was om te verseker dat intervensie en voorkoming van seksuele teistering meer effektief hanteer sal word in die SAPD. Bestaande literatuur ten opsigte van die onderwerp van seksuele teistering is bestudeer en aangebied in 'n teoretiese raamwerk. Die geskiedenis, wetgewing en omvang van seksuele teistering op internasionale vlak, sowel as in Suid-Afrika en die SAPD is bespreek. Die ontwikkeling en gevolge van seksuele teistering vir die organisasie en al die betrokke werknemers is beklemtoon. Voorkomingsmaatreëls en riglyne vir die implimentering van die bestaande beleidsdokument oor seksuele teistering in die SAPD is verken. Die voorkoms van seksuele teistering in die werkplek en die gevolglike ervaring(s) en effek daarvan op vroulike werknemers in die SAPD is in fokus gebring. 'n Verkennende-beskrywende studie is gedoen met behulp van 'n vraelys, as instrument vir data-versameling, by polisiestasies in een area van die Wes-Metropool in die SAPD (Wes- Kaap) waar maatskaplike werkers dienste lewer. Die opinies en houdings van vroulike werknemers met betrekking tot hul ervaring(s) of kennis is bepaal ten opsigte van die verskynsel en die hantering van seksuele teistering in die SAPD. Inligting verkry vanaf die vraelys, is aangebied in ses kategorieë naamlik: demografiese kenmerke van respondente, gedrag van manlike werknemers teenoor vroulike werknemers, die persoon verantwoordelik vir die seksuele teisterende insident, reaksies ten opsigte van die seksuele teisterende insident, effekte wat die seksuele teistering ervaring(s) vir die vroue en die werkplek inhou asook die aanspreek van seksuele teistering in die werkplek. Gevolgtrekkings en aanbevelings is gemaak rakende die opinies, kenmerke en ervarings van vroulike werknemers ten opsigte van seksuele teistering in die SAPD, asook ten opsigte van die hantering van seksuele teistering deur die verskeie partye soos, byvoorbeeld bestuurders en maatskaplike werkers in diens van die SAPD. Die implementering van 'n opleidingsprogram ten opsigte van seksuele teistering kan waardevol wees vir die Suid- Afrikaanse Polisiediens en al die werknemers mits die bestuurders, professionele personeel (maatskaplike werkers, sielkundiges en menslike hulpbronbestuur) hulself verbind tot samewerking ten opsigte van die aanspreek en voorkoming van seksuele teistering in die werkplek. Gereelde evaluerings deur die maatskaplike werker moet gedoen word na die implementering van die seksuele teistering opleidingsprogram, ten einde die effektiwiteit van die voorkomingsprogram te bepaal vir die aanspreek van seksuele teistering in die SAPD. Maatskaplike werkers in die SAPD moet hulself beywer om duidelikheid te verkry oor die omvang van die probleem van seksuele teistering en moet die erns van die probleem onder die aandag bring van bestuurders en alle ander werknemers. Maatskaplike werkers het dus 'n beslissende ondersteuningsrol om te vervul ten opsigte van die implimentering van die organisasie se beleid vir seksuele teistering, asook om verdere navorsing ten opsigte van seksuele teistering in die werkplek aan te moedig.