Thèses : « Prisons – South Africa – Officials and employees »

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Mtikitiki, Nolusindiso. « An investigation on the perceptions of officials on their role in the rehabilitation process : the case of the East London Correctional Centre ». Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19277.

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This report is the result of a literature study and questionnaire which gave insight on the role of officials in the rehabilitation process. Correctional Services has adopted a new approach, where offenders need to change their negative behaviour and be rehabilitated. Corrections have a societal responsibility towards the community to guide the offender on his rehabilitation path. This study was conducted to give a better understanding of rehabilitation to offenders The purpose of this research is to determine if the Department of Correctional Services delivers on its legal and social responsibility towards the rehabilitation of offenders. In this study the researcher gathered information on the department policies, training of officials, the programmes currently available in Correctional Services, and also the involvement of the community in this process. Corrections cannot work alone, and needs the help of the community and leaders in the community to assist it in this process. Correctional Services faces many challenges in order to succeed in the rehabilitation of offenders. Currently there is a shortage of officials in the Department of Correctional Services, and the Department cannot, therefore, fully succeed in its rehabilitative role. Another aspect is that rehabilitation programmes are voluntary, and offenders can decide if they want to become involved or not.

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Ntlebi, Nontsikelelo. « Training and development in South African local government :the case of the Helderberg municipality ». University of the Western Cape, 2003. http://etd.uwc.ac.za/index.php?module=etd&amp.

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Rademan, Desmond John. « An investigation into employee perceptions and experience of performance appraisal in the public sector ». Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51605.

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Thesis (MComm)--Stellenbosch University, 2000.
ENGLISH ABSTRACT: While the current trend among a number of organisations is to integrate performance appraisal with performance management systems or even 'replace' it with performance management systems, it is still an extremely highly utilised process. The probable reason for this, is that the major use of performance appraisal is as a management tool whereby the quality of personnel decisions can be enhanced when an effective system is in place. Ideally the use of a formal process, focused on objective, job orientated criteria, will empower management to make meaningful decisions which will not only be to the benefit of individual workers but will contribute to the overall effectiveness and efficiency of the organisation. Apart from the fact that it is used as a management tool, other major objectives of performance appraisal are to determine the administrative and developmental needs of individuals in the interests of their own progress and development as well as that of the organisation. There are therefore, two fundamental parties involved in appraisal, being the appraisee and the appraiser and it is inevitable that the approach to, or the perception of the subject should be different in some, or many ways. Aspects such as utility, fairness, ethics, motivation, accuracy, validity, rating errors, effectiveness and feedback, should therefore be examined in more detail in order to determine where specific problem areas may lie. Serious perceptual differences concerning the process will surely create obstacles and eventually lead to an inefficient system. The aim of this study was to determine the extent to which differing perceptions playa role in the acceptance or rejection of the appraisal system in general terms and specifically in terms of the aspects mentioned above, from the point of view of subordinates and supervisors. The diagnostic instrument used in this study was adapted from those of Mount (1983) (named the Leadership Analysis Questionnaire) and Ie Roux (1989) to include aspects which are more in line with features of the performance appraisal system unique to the participating organisation. Two different forms of questionnaires were used in this study. One was designed for completion by subordinates and the other by supervisors. These two groups were further subdivided into two groups referred to as achievers and nonachievers. The overall response to the questionnaires was very satisfactory in that 431 of the 600 questionnaires were returned (almost 72%) of which 44 were not usable. Of the 186 supervisors' responses which could be used for statistical analysis, 80 were categorised as achievers and of the 201 subordinates' responses which could be used for statistical analysis, 38 were categorised as achievers. The research revealed statistically significant differences in perception between different computations of all groups in respect of fairness, ethics, accuracy, rater error and administrative aspects. It is recommended that future research should be directed at the underlying reasons for perceptual differences between supervisors and subordinates, regarding the factors mentioned above, with the aim of improving communication and relationships. Another area would be to investigate the feasibility of organisations incorporating performance appraisal into a more integrated performance management system.
AFRIKAANSE OPSOMMING: Hoewel talle organisasies tans daartoe neig om prestasie-beoordeling by prestasiebestuur in te skakel of om dit selfs daardeur te vervang, is dit steeds 'n hoogs aangeskrewe proses. Die waarskynlikste rede hiervoor is dat prestasie-beoordeling hoofsaaklik dien as bestuurshulp ten opsigte van die verbetering van personeelbesluite waar 'n doeltreffende stelsel reeds bestaan. Die ideaal is dat die gebruik van 'n formele proses met objektiewe, werkgeoriënteerde kriteria as uitgangspunt, bestuur bemagtig om sinvolle besluite te neem wat nie net tot voordeel van die werker as individu strek nie, maar ook tot die algehele doeltreffendheid van die organisasie. Benewens prestasie-beoordeling se bestuurshulpfunksie, is 'n ander belangrike mikpunt daarvan om die administratiewe en ontwikkelingsbehoeftes van individue te help bepaal - nie net in die belang van hul eie vordering en ontwikkeling nie, maar ook in die belang van die organisasie s'n. Daarom is daar basies twee partye betrokke by prestasie-beoordeling, naamlik die beoordelaar en diegene wat beoordeel word. Dit is dus onvermydelik dat die benadering tot of waarneming van die onderwerp in 'n paar en dikwels selfs in talle opsigte sal verskil. Dit is dus belangrik dat aspekte soos bruikbaarheid, regverdigheid, etiek, motivering, akkuraatheid, geldigheid, beoordelingsfoute, doeltreffendheid en terugvoering in groter besonderhede ondersoek word om vas te stel waar probleemareas moontlik mag voorkom. Ernstige perseptuele verskille wat die proses betref, kan stuikelblokke veroorsaak en aanleiding gee tot 'n ondoeltreffende stelsel. Die doel van hierdie studie was om vas te stel in watter mate verskillende persepsies kan bydra tot die aanvaarding of verwerping van die beoordelingstelseloor die algemeen en in die besonder ten opsigte van bogenoemde aspekte soos beskou vanuit beide die toesighouer en die ondergeskikte se oogpunt. Die diagnostiese meetinstrument wat gebruik is, is 'n aanpassing van Mount (1983) se "Leadership Analysis Questionnaire" en dié van Le Roux (1989) en sluit aspekte in wat in 'n groter mate tred hou met die eienskappe van die beoordelingstelsel eie aan die deelnemende organisasie s'n. Twee verskillende vraelyste is gebruik vir toesighouers en onder-geskiktes. 'n Bykomende verdeling is gemaak tussen presteerders en niepresteerders. Die reaksie op die vraelyste was, op die keper beskou, baie bevredigend, aangesien 431 van die 600 vraelyste terugontvang is - bykans 72%. Hiervan was 44 onbruikbaar. Van die 186 toesighouersvraelyste wat gebruik kon word vir statistiese ontleding, is 80 as dié van presteerdes geklassifiseer, en van die 2010ndergeskiktes se vraelyste 38. Die ondersoek het in sy berekeninge statistiese beduidende verskille uitgewys ten opsigte van die verskillende groepe se persepsies van regverdigheid, etiek, akkuraatheid, beoordelingsfoute en administratiewe aspekte. Daar word aanbeveel dat toekomstige navorsing gerig word op die onderliggende,redes vir die perseptuele verskille tussen toesighouers en ondergeskiktes, met inagneming van bogenoemde faktore en met die mikpunt die verbetering van kommunikasie en verhoudinge. Nog navorsing sou ook gedoen kon word om te bepaal hoe uitvoerbaar dit vir 'n organisasie sou wees om prestasie-beoordeling in te skakel by 'n stelsel wat prestasiebestuurgerig is.

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Ralane, Nombulelo. « An investigation into the implementation of the Batho Pele Principles in the Department of Labour : Port Elizabeth ». Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1318.

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After 1994, the democratic South Africa passed a number of legislations in order to address the imbalances of the previous apartheid regime. The new South African government had a special mandate to provide appropriate services to all the citizens of the country. In 1995 the government formulated the White Paper on the Transformation of the Public Service. The aim was to transform the South African public service, which is the indication of the importance of service delivery, as the key machinery of the government to equalize service delivery to all citizens. In 1996 the Constitution of the Republic of South Africa anchored the Bill of Rights as the cornerstone of democracy that enshrines the rights of all people and affirms the democratic values of human dignity, equality and freedom. In chapter ten of the Constitution stipulates the basic values and principles governing public administration. The White Paper on Transformation of Public Service was followed by White Paper on Transforming Service Delivery in 1997 (Batho Pele White Paper) which provided a policy framework and practical implementation strategy for the more efficient , effective and equitable provision of public service. The Batho Pele White Paper signalled the adoption of a citizen oriented approach on service delivery informed by eight principles: consultation, service standard, access, courtesy, information, openness and transparency, redress and value for money. This study focuses on the investigation on the implementation of Batho Pele Principles in the Department of Labour: Port Elizabeth. The main objectives of the study are: To provide an overview of the Batho-Pele principles in relation to service delivery. To investigate the importance of implementing the Batho-Pele principles in the department of Labour, Port Elizabeth. To identify challenges affecting the implementation of the Batho-Pele principles in the Department of Labour, Port Elizabeth. To investigate the importance of implementing the Batho Pele principles in the Department of Labour: Port Elizabeth and to identify challenges affecting the implementation. In this study a sample of three units was selected to conduct research in the Department of Labour, Port Elizabeth. The units were frontline Services, Beneficiary Services and Enforcement Inspection Services. The reason for choosing these sections is because they are directly involved in serving clients. A sample of 20 officials was drawn from these units. A quantitative method of data collection and analysis was followed. The main findings of the study were firstly, that the Department of Labour officials are aware of the Batho Pele principles. Based on the findings, they are not sure of the compliance of the policies. This means that the implementation of the Batho Pele principles has gaps that need to be addressed. Officials indicate that they need attention because they are the tools of operation. They register a low morale that needs to be addressed by the Department. The dissemination of information needs to be improved and communication with the clients of the Department should be done oin all languages so that clients can clearly understand the services offered by the Department of Labour.

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Charles, Kidwell. « Training of officials in the Buffalo City Metropolitan Municipality ». Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/7659.

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The impetus that informs the drive for developmental state that promotes growth and development centres on the local capacity of the local sphere of the government to effectively discharge its responsibilities. The essence of this study is to evaluate the training of officials in the Buffalo City Metropolitan Municipality and assess the extent to which service delivery has impacted on the lives of the community within this area.

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Tshambu, Avela. « Accountability of councillors through the batho pele principles in Lukhanji Local Municipality ». Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/21384.

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The main objective of the study is to explore the accountability of the ward councillors through the application of the Batho Pele principles in Lukhanji Municipality. Accountability is regarded as the key aspect for any government in which it should be monitored and maintained. The main problem to be addressed by this study is the ways in which the ward councillors can improve accountability applying the Batho Pele principles. To address the research problem and to achieve the aims of this study, an empirical research was done by distributing self-administered questionnaires to the participants in Lukhanji Municipality. The research findings revealed that in Lukhanji Municipality poor accountability of the ward councillors in which it needs improvement. Another finding is that poor accountability is caused by the lack of understanding of the Batho Pele principles, lack of understanding of the accountability mechanisms and poor relations between the community and ward councillors. The research findings of the study pointed to the necessity to make a set of recommendations on improving accountability through the application of Batho Pele principles in Lukhanji Municipality.

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Hamaamba, Tyson. « Training needs for municipal employees : a case study of Makana Municipality ». Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1007952.

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This study investigated the education and training needs for municipal employees in order to inform an education and training strategy that would address environmental management challenges in Makana local municipality in Grahamstown, Eastern Cape province. The research was conducted as a qualitative case study that made use of questionnaires, document analysis, focus group discussions and interviews as instruments for data generation. Samples of respondents were selected from Makana Municipality employees in top and middle management positions, professionals/technicians and workers, including elected councillors. The study was contextualised through establishing environmental management issues in Makana municipality; establishing organisational needs; development of a learner profile; and through a review of policies and recent trends in adult education. The study established that the Makana Municipality employees are most concerned with the following issues: sanitation; solid waste management; livestock management and fire management. These issues require primary environmental competences among all council employees (top and middle management, professionals and technicians, workers and councillors who work on part-time basis). The educational implications needed to respond to these issues also require an understanding of legislation. The study also established that technical education and training which includes planning, project management, and financial and budgeting competences are necessary amongst the management and professionals. These competences may enable them to develop capacity in environmental management. This study further established the need for social education which includes competences such as communication and social justice. These competences should be developed amongst members of the same group as they need to involve the community in management of the environment. This should enable the municipality to create job opportunities and help change negative attitudes.

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Parker, Sakena. « Distributive- and procedural justice : towards understanding fairness perceptions of performance appraisals in a national government department office, Chief Directorate Surveys and Mapping ». Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_5681_1183429128.

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Perceptions of performance management in the South African Public Sector was characterised by high levels of unfairness owing to a bias in favour of those individuals that can write essays well. The essays would provide the evaluation team with an indication of the achievement of the individual as its relates to job performance, knowledge, insight, interpersonal relations and leadership qualities. Although the Performance Management system has changed from what was called the Performance Appraisal System to the Personnel Performance Management System that involves both supervisor and employee inputs, fairness perceptions remain unchanged. This study aimed to ascertain perceptions of fairness toward performance appraisals amongst public service raters and ratees on Level 1 to 12 who are subject to use the Personnel Performance Management System in the office of a public service organisation: National Department of Land Affairs Chief Directorate : Surveys and Mapping.

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Jantjies, SO. « A critical evaluation of the effectiveness of performance appraisal in the Western Cape Provincial Treasury (WCPT) ». Thesis, Cape Peninsula University of Technology, 2006. http://hdl.handle.net/20.500.11838/1634.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2006.
The Constitution of the Republic of South Africa, Act 108 of 1996, instructs the Public Service Commission (PSC) to propose measures to ensure effective and efficient performance in the public service, which includes National and Provincial Departments (1996:108).Various view points on this issue have been expressed why even some hard working staff members of the Western Cape Provincial Treasury (WCPT) are found to be surprised and disappointed over the performance management process especially, when their hard work throughout the year goes unnoticed or are under-rated by their superiors.The bias scoring by certain performance evaluators also causes plenty of animosity, hostility and resentment among colleagues because "friendly" staff is prejudiced ahead of other staff.The Public Service Act 103 of 1994 states that an executive authority has powers and duties regarding the performance management of officers and employees of that office or department (1994:14). "... a head of department shall be responsible for the efficient management and administration of his or her department, including the effective utilisation and training of staff..." .

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Brand, Hugo. « Die voorbereiding tot aftreebeplanning binne plaaslike owerhede ». Thesis, Cape Technikon, 1999. http://hdl.handle.net/20.500.11838/2083.

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Thesis (MTech (Human Resource Management))--Cape Technikon, 1999.
Although retirement planning is well known in most South African organizations it is an aspect that enjoys a low priority in the majority of organisations resulting in weak and insufficient retirement planning. The aforementioned together with a lack of sufficient retirement planning preparation within local authorities often leads to the formation of an incorrect perception when individuals retire. Aspects affecting retirement planning include the continued high inflation rate, affirmative action, political and economic uncertainty, the population explosion, unemployment and rationalization. It is therefore imperative that officials receive the necessary training and leadership for the expected success of retirement. An important shortcoming exists in this unique field to school and prepare officials and the importance of establishing an independent future after an active career becomes essential. The focus point for this investigation was to determine to what degree retirement planning is operational in local authorities. Secondly, the degree to which available information in connection with retirement planning is used to prepare officials effectively for the process was determined. Subsequently problems experienced with the application and implementation of a retirement plan for officials as well as obstacles that could hinder the process of successful timeous retirement planning was also looked at.

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Baloyi, Jane Tsakane. « Precautionary suspensions in the public service : reflections from South Africa ». Thesis, University of Limpopo, 2013. http://hdl.handle.net/10386/1180.

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Thesis (LLM ( Labour Law)) --University of Limpopo, 2013.
The study will analyse the fairness or unfairness of precautionary suspensions and the rights of employees in the Public Service who are placed on precautionary suspensions with reference to section 23(1) of the Constitution of the Republic of South Africa, 1996, which states that: (1) “ Everyone has the right to fair labour practices” Section 186(2)(b) of the Labour Relations Act 66 of 1995 defines what an unfair labour practice is with specific reference to a precautionary suspension. It reads thus: (2) “ Unfair labour practice means any unfair act or omission that arises between an employer and an employee involving – (b) the unfair suspension of an employee or any other unfair disciplinary action short of dismissal in respect of an employee” The study will also look at circumstances under which precautionary suspension is invoked on Senior Management Service employees in the public service in terms of chapter 7, clause .2.7(2) of the Senior Management Service Handbook, 2003. Decided cases will be referred to which shows that one of the reasons why many precautionary suspensions are set aside when challenged in court, is because some employees who are assigned to deal with labour issues in the government departments are not competent to deal with those issues. The issue of political appointments impacts directly on service delivery if people are appointed to positions because of political affiliation than competency.

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Bux, Fardeen. « The deductibility of losses incurred by a taxpayer as a result of senior employee theft, fraud or embezzlement ». Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020608.

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SARS has issued a draft interpretation note dealing with the deductibility of expenditure and losses arising from embezzlement and theft by employees noting that it is not prepared to accept, as a general proposition, that embezzlement and theft by senior managers have become a risk which is inseparable from business. There is however another view that is in direct contradiction with SARS. An analysis of global fraud surveys reveal that senior employee fraud is on the increase. In South Africa, criminal cases against senior employees in the private and public sector indicate that their behaviour can lead to an expectation of theft, fraud or embezzlement at that level of employees. The tests developed by the courts for the deduction of expenditure or losses in terms of the general deduction formula require that such expenditure or loss be attached to the performance of a business operation bona fide performed for the purpose of earning income and will be deductible whether such expenditure or losses are necessary for its performance or attached to it by chance. It is submitted that the increase in fraud and behaviour of senior employees noted in the criminal courts have resulted in a change in the economic environment supporting the contention that theft, fraud or embezzlement are an inherent risk to business in South Africa. In addition, global precedence supports the view that senior employee defalcations are deductible but only to the extent that the perpetrator is not in a proprietor or shareholder role. SARS therefore appears to be turning a blind eye to the risk of theft, fraud or embezzlement by senior employees but there is sufficient evidence to support a taxpayer wishing to claim a deduction for such loss. In light of international precedence, National Treasury should enact legislation allowing a deduction or alternatively, SARS should align its view with such precedence.

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Springfield, Ronald Winston. « Factors affecting the job performance of provincial government Western Cape employees ». Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/1671.

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Public sector management has, through the years, been characterised by a hierarchical system whereby red tape and bureaucracy were the order of the day. Towards the latter part of the apartheid era, management had complete autonomy in the functioning of the human resource management, financial management, operations and so on, of government organisations. Top management, and to a large extent middle management, in most governmental departments comprised predominantly people classified as White. With the launch of the New Democratic Government in 1994, new legislation in the form of the Labour Relations Act of 1995, the Basic Conditions of Employment Act of 1997 and the Employment Equity Act 55 of 1998, was instituted. This transformation heralded an about-turn and rethink by government about policies and strategies governing employees and the workplace; for example, the Labour Relations Act of 1995 restricts the concept of unfair labour practices by employers. The employee’s interest was considered in the new legislation, and is currently part of employee wellbeing programmes initiated by government and incorporated into work schedules. In addition, government has launched strategies such as “Batho Pele” (put people first) and “a home for all” (a Western Cape Provincial Government initiative to improve the image of government) to improve service delivery to communities. The above-mentioned political and legislative changes increasingly required a shift from an autocratic to a team-orientated leadership style and from an exclusively task-orientated to a people-orientated organisational culture. The study explored whether management styles, organisational culture, job satisfaction and job performance have changed in the Provincial Government Western Cape (PGWC) after the advent of democracy in South Africa in 1994. The specific research questions that were pursued included (i) has there been a shift from autocratic to a team-orientated management style in the PGWC?, (ii) has there been a shift from a task-orientated to a people-orientated v organisational culture in the PGWC?, (iii) what were the levels of job satisfaction among the employees, and (iv) how did these changes (if any) in organisational culture, management styles and job satisfaction impact the perceived job performance of these employees. The sample consisted of 100 managers selected from various departments in the PGWC. The empirical results indicated that there has been a shift to a team-orientated management style; that there has not been a shift from a task-orientated to a people-orientated organisational culture; that the perceived levels of job satisfaction and job performance levels are high; and that job satisfaction, especially as it relates to a challenging job content and job fit (in terms of personality, ability and skills), was the main determinant of the perceived job performance of the managers in the PGWC. The managerial implications of these empirical results are discussed and recommendations are proposed on the grounds of these discussions.

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Joseph, Gavin David. « An investigation into the impact of employment equity within Telkom : Eastern Cape ». Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/192.

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As a country, South Africa has undergone major social and political changes, specifically over the past two decades. Along with these changes, new legislation such as the scrapping of the Group Areas Act, changed the face of residential areas to one where suburbs now reflect the demographics of the country. Inevitably, changes in the business world also came about, one significant change being the promulgation of the Employment Equity Act (No.55 of 1998) which regulates employment practices in an attempt to make the workforce a true reflection of the South African population. The change in labour legislation came at a time when the effects of globalisation increased levels of competition amongst organisations. Understandably, certain business leaders raised concerns that the introduction of the Employment Equity Act could lead to a lowering of standards and therefore competitive advantage. The purpose of this research was to establish if these early concerns were indeed valid and if the implementation of this legislation had any negative impact on Telkom SA Limited (Telkom), the organisation selected for this study. Particular attention was paid to investigate the impact of the implementation of the Act on three critical areas of business, namely: Productivity; Profitability; and Customer satisfaction. In order to achieve the objectives of the research, the following approach was followed: Firstly, a comprehensive literature study was conducted to determine what led to the passing of this legislation and to establish what the literature revealed about the advantages and challenges of a diverse workforce; Secondly, the views of Telkom management in the Eastern Cape on the impact of the implementation of employment equity were obtained by means of an empirical study which involved the completion of a comprehensive questionnaire; and Lastly, the responses to the questionnaire were collated and analysed to determine the extent to which Telkom had implemented the legislation, and if the company had experienced any negative effects due to this implementation.

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Bam, Liseka Lindelwa. « Assessing the municipal performance management system on service delivery : the case of Lukhanji Municipality ». Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020140.

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The performance management system has been introduced in the South African public service with the intensions of monitoring, reviewing, assessing performance, developing underperformers and recognising and rewarding good performance. This study was undertaken as an attempt to assess whether the Lukhanji municipality performance management systems contribute to the improvement of service delivery and employee productivity. The literature review undertaken in this study, shows that there is a general poor understanding of performance management systems in Lukhanji municipality. The literature review further establishes that there are several challenges that hinder the effective implementation of a performance management system in the municipality. Other findings of the study include that there is a challenge in setting the unrealistic performance targets which are unrealisable by employees. These are the reasons why productivity levels are not always realised and targets not achieved by Lukhanji municipality. The main findings of the study are that, although performance management systems play a significant role in the improvement of service delivery, it has not contributed in the improvement of employee productivity of the Lukhanji municipality. The main recommendation on the basis of this finding is that there should be thorough and regular training of officials within the Lukhanji Municipality about the performance management system and how it influences productivity and service delivery. In conclusion, the Municipal Executive Mayoral Committee should demand verifiable evidence to justify a higher rating during quarterly assessments, and that punitive disciplinary measures be taken against those who do not comply with the provision of the performance management system framework, particularly failure to submit performance instruments.

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Mettler, Heinrich. « An evaluation of the recruitment and selection policy and practice in the Department of Water Affairs and Forestry ». Thesis, Port Elizabeth Technikon, 2004. http://hdl.handle.net/10948/232.

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The objective of this study was to evaluate the current recruitment and selection policy of the Department of Water Affairs and Forestry (DWAF) and to determine whether the recruitment and selection practices comply therewith. To establish whether the policy enhances DWAF’s objective to improve its service delivery, a content analysis of the recruitment and selection policy was executed. To determine whether the recruitment and selection practices comply with the written and accepted policy a questionnaire was designed based on the provisions of the policy and best practices. The questionnaire was personally delivered to 50 potential respondents, of which 35 completed it. The completed questionnaires were processed and analysed using Microsoft Excel 2000. The policy was found to be well researched, comprehensive and efficient to DWAF’s missions and objectives. It however showed signs that indicate the danger of being applied inconsistently. Clarity in terms of procedural sequence and conditions for use eluded some policy provisions, making it acceptable to assume and base decisions on the users discretion. Trained human resource managers guide recruitment and selection practices. The study concluded that the policy was being implemented: the recruitment and selection practices within DWAF complied with its accepted policy. There are standardisation on advertising as recruitment method, and interviewing as selection method. The recruitment and selection activities that are not mentioned within the recruitment and selection policy are done at the line manager and human resource manager’s discretion - this is found to be inconsistent and potentially dangerous to the process. DWAF employs recruitment and selection as tool to enhance performance management and effective service delivery. Recommendations are made to assist DWAF in its quest to achieve maximum return on investment from its human capital.

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Van, Heerden Rachel. « Establishing the knowledge, perceptions and views of new entry level recruits in a South African military training setting on HIV/AIDS to promote HIV/AIDS awareness amongst young soldiers ». Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/98063.

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Thesis (MPhil)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: The vulnerability and risky behaviours of young people is a growing concern in the fight against HIV/AIDS. The target group for this study were young people entering the armed force to commence with their initial military training at a military training setting in the Western Cape. These recruits were from all the nine provinces in South Africa. The perceptions, views and basic knowledge of young recruits on HIV/AIDS were assessed through the application of a standardized structured questionnaire. Data analysis was done by using the Statistical Package for the Social Sciences (SPSS). The findings of the study presented high levels of knowledge on HIV/AIDS. However, misconceptions on the transmission of HIV are still a huge concern due to the fact that a small percentage of the respondents are under the impression that HIV/AIDS is curable. Moreover, almost all of the respondents believed that it is very easy to get HIV, in contrast to their exceptional level of knowledge on the transmission routes of HIV. In addition, some of the respondents were also under the impression that HIV can be transmitted through the bite of a mosquito. Recommendations include the implementation of routine scheduled HIV/AIDS awareness programmes with up-scaling of HIV/AIDS prevention and awareness campaigns during military training.
AFRIKAANSE OPSOMMING: Die kwesbaarheid en riskante gedrag van jong mense is nog steeds ‘n groeiende bekommernis in die geveg teen MIV/VIGS. Die teikengroep vir hierdie studie was jong mense wat vir die eerste keer met hul weermag opleiding begin het in ‘n weermagbasis in die Westelike Provinsie. Hierdie rekrute was afkomstig vanaf al nege provinsies in Suid Afrika. Die persepsies, menings, en basiese kennis van die rekrute rakende MIV/VIGS is bepaal deur die gebruik van ‘n gestandaardiseerde gestruktureerde vraelys. Data analise is gedoen met behulp van die Statistiese Program vir Sosiale Wetenskappe (SPSW). Die bevindings van die studie het gedemonstreer dat alhoewel die rekrute oor genoegsamsame kennis van MIV/VIGS beskik, wanopvattings rakende die transmissie van MIV/VIGS nog steeds kommerwekkend is deurdat ‘n klein persentasie van die respondente onder die indruk is dat MIV/VIGS geneesbaar is. Verder, reken die meeste respondente dat dit baie maklik is om MIV te kan kry, in teenstelling met hul uitsonderlike kennis oor die oordraagbare roetes van MIV. Bykomend tot hierdie stelling is sommige van die respondente onder die indruk dat MIV deur die byt van ‘n miskiet oorgedra kan word. Aanbevelings sluit in die implementering van roetine geskeduleerde MIV/VIGS bewusmakingsprogramme met opskaling van MIV/VIGS voorkomende bewustheidsveldtogte tydens weermag opleiding.

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Terblanche, Graham Martin. « An assessment of the performance appraisal system utilised for junior and middle level management within the South African National Defence Force ». Thesis, Port Elizabeth Technikon, 2004. http://hdl.handle.net/10948/148.

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The research problem of this study was to assess the extent to which the appraisal system for junior and middle level managers in the South African National Defence Force (SANDF) met the requirements and guidelines for performance appraisal as stipulated in the literature. To achieve this objective, the following procedure was followed: · A survey of existing literature, related to performance appraisal, was conducted. The literature study focused on the requirements for an effective performance appraisal system, appraisal methods and appraisal errors. Attention was also focused on who should take responsibility for performance appraisal and the importance of regularly evaluating the performance appraisal system to meet the demands of a changing environment. The second part of the literature study dealt with the guidelines for establishing an effective appraisal system as well as performance management processes and cycles that are critical for the effectiveness of an appraisal system. The theoretical study formed the basis for the development of a survey questionnaire to establish the extent to which junior and middle level managers in the SANDF agreed with the theoretical guidelines. The survey was administered to a randomly selected group of junior and middle level managers who were representative of the South African Army, Airforce and Medical Services. The empirical results indicated that there was concurrence with many of the guidelines in the literature, but that there were areas that could be improved. It became evident that many respondents felt that the current system was not entirely fair and was not adapted to meet the needs of the integrated SANDF. Specifically, results indicated that the system should be re-evaluated to eliminate bias and to enhance the development of clear standards, both on a quantitative and qualitative level. It became clear that training and communication were important to the successful development and utilisation of a performance appraisal system. An effective performance appraisal system that is integrated with the overall performance management system of an organisation will enhance productivity, satisfaction and the attainment of goals.

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Mthembu, Bhekisisa Jacob. « The role of leadership in implementing service delivery initiatives : a case study of Buffalo City Municipality ». Thesis, Rhodes University, 2012. http://hdl.handle.net/10962/d1003902.

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In terms of the South African Government Structure, Local Government is entrusted with the service delivery mandate. Furthermore, Local Government, being the closest sphere of government to the people, is expected to enhance service delivery to the communities within its jurisdiction. Local Government has for the past four years, undergone numerous transformation processes, ranging from Local Authorities, to Transitional Local Councils and to Municipalities. Having mentioned that, Buffalo City Metropolitan Municipality, in particular, has recently acquired metropolitan status, which requires another transformation protocol. At the same time this automatically raises the bar on the service delivery expectations by the communities. In general, Local Government has been extensively supported by the National and Provincial Governments to deliver superior services to communities. This has happened through numerous pieces of legislations such as the Municipal Structures Act 117 of 1998, the Municipal Systems Act 32 of 2000, the Municipal Finance Management Act 56 of 2003 and the Constitution of the Republic of South Africa, act 108 of 1996. In 1997, the South African Government introduced a White Paper on the Transformation of the Public Service. This was to re-emphasis on the performance enhancing role of both the political and administrative leadership in the implementation of service delivery mandates. The need was identified that communities require an assurance that their needs are taken care of by the leadership of the municipalities. It is therefore the role of leadership to ensure effective implementation of service delivery initiatives and to promote a culture of performance among the administrative officials of the municipality. The aim of this study is to critically investigate the role of leadership: A case study of Buffalo City Metropolitan Municipality (BCMM), with the view that BCMM is considered one of the high capacity municipalities within the Eastern Cape Province. During the literature review, it became evident that different people and scholars, dating back in the early 90’s, view leadership in different forms. In sourcing the information for this research, structured interviews were conducted with five Directors, five Executive Mayoral Councillors and five Ward Councillors. The interviews were an extensive consultation process which resulted in over 30 hours of engagement with research participants, with an average of 2 hours per structured interview. A four week period was allocated and effectively utilised for this exercise. The research provides recommendations for further research on other related components of the subject such as the intended role as compared to the current role fulfilled by both administrative and political leadership, and suggested solutions to the current problems in Municipalities, in order to ensure their sustainability within Local Government. The research findings identified the need for the leadership to take the leading role in service delivery initiatives in order to address the service delivery challenges in local government. Political leadership need to enhance the public participation process to ensure the community is on board regarding the progress of their respective projects and planning processes.

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Maqoko, Sidwell Lizo. « Factors affecting employee satisfaction in the O.R. Tambo District Municipality ». Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020581.

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There is a perception that municipal employees are not committed to their jobs of delivering essential services to the residents.This perception is often exacerbated by media opinion that tend to project an unacceptable image about the work ethics and behaviour of public sector officials. Local government is at the coalface of services delivery in South Africa.Almost all complaints and service delivery protests are directed by communities to municipalities. This necessitates that local government employees should always be ready to serve the people with passion and vigour. From the advent of democratic dispensation in South Africa in 1994 the transformation of the public sector has become one of the central priorities of government.The Constitution of the Republic of South Africa (1996) sets the agenda of a developmental state and outlines objects of local government in Sections 152 and 153 of the supreme law of the land. Flowing from this Constitutional mandate a legislative and policy framework is enacted to guide the municipalities to ensure effective and efficient delivery of services to communities .In this respect the study argues that central to the delivery of services is the human capital. The researcher asserts that it is not the building or any other municipal asset that will ensure delivery of quality services to citizens, but the employees. Employees have a responsibility to ensure that goals and objectives of the OR Tambo District Municipality are realised. The researcher contends that there is a perception that there could be low levels of job satisfaction within the workforce of ORTDM .This could have a negative effect to the provision of basic services to the public .Thus this study is aimed to investigate factors that may affect employee satisfaction in the ORTDM. High level of job satisfaction amongst employees may cause ahighly dedicated and committed workforce. The consequence of that could be a positive impact on municipal performance.

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Mugari, Elias Levers. « The implementation of employee assistance programme at Makhado Municipality in Limpopo Province ». Thesis, University of Limpopo, Turfloop Campus, 2011. http://hdl.handle.net/10386/1098.

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Thesis (MDev. ) -- University of Limpopo, 2011
The provision of Employee Assistance Programme in a working environment such as a municipality is very crucial. In order to determine the effectiveness of the implementation of the programme to justify its existence to the outside world and to assess the impact of its fulfilment to its objectives, evaluation is therefore necessary. The aim of this research study was to ascertain the implementation of the EAP at the Makhado Municipality in Vhembe District with special focus on the employees’ awareness of the programme, its utilization and also the programme adequacy. A qualitative approach was used in this study. Forty two (42) employees of various ranks or level’s in the municipality were randomly selected to participate in the study, and they were from all the four main centres of the municipality i.e. Makhado, Waterval, Dzanani and Vuwani. Summary of the Main Findings A high percentage (81%) of the employees knew of the existence of an EAP within the municipality, and meetings appeared to be the main awareness strategy. − The attitudes of employees towards the EAP were positive, this state of affairs points to the usefulness of the EAP service. − The EAP provided by the Municipality was viewed as accessible by the majority of employees. − The utilization rate of the EAP in the Municipality was very low as only 17% of respondents indicated that they had utilized the service before. − The majority of referrals were conducted by supervisors while only 9.1% were self referral. The majority of respondents did not answer the question implying various reason/s and could also mean lack or poor knowledge and information about referrals within the programme. (iv Implementation of the EAP at Makhado Municipality in Limpopo Province − The majority of employees did not respond to the question on whether they were satisfied with the EAP within the municipality, and that could translate into low knowledge and information about the programme. − The majority of employees were generally happy with the current location of EAP in the municipality. − The majority of employees viewed EAP as confidential and the level of trust in the EAP staff was high. − The majority of employees were not aware of the EAP policy and never participated in its formulation. − The majority of employees felt that EAP services were useful, and this means that provision of proper information might encourage employees to use the service. − Most employees suggested that frequent dissemination of information to employees through meetings, workshops and other regular contact sessions could enhance the EAP in the municipality. Recommendations The following recommendations with regard to the employees’ familiarity with the EAP are important: o That more awareness sessions be conducted with all employees, especially those at regions unit so that adequate information is cascaded to all employees of the municipality. o The awareness sessions should be conducted at least quarterly involving all regions, and the EAP Advisory Committee should meet at least bi-monthly to discuss aspects to improve and enhance EAP services in the municipality. o It is also recommended that additional qualified EAP personnel, with at least minimum qualifications in Social Work and, or Social Psychology, or any relevant (v Implementation of the EAP at Makhado Municipality in Limpopo Province qualifications and experience in EAP be appointed to run the programme on full-time basis. o That evaluation of the programme implementation should be conducted using the participatory strategies such as suggestion boxes, arranging focus groups and bench-marking with other institutions. The recommendation to allow employees opportunities to submit suggestions, in-puts and give feedback regarding the programme will no doubt assist in the improvement and promotion of the programme. o The Makhado Municipality should utilize different marketing strategies as recommended by EAP literature, such as the following: i. The use of promotional material such as brochures, leaflets, and posters that are user-friendly and in languages understandable by all employees of the municipality. ii. Outreach programmes: The EAP unit needs to regularly visit all the regional offices of the municipality in order to intensify information sharing to employees about the EAP. These can also include decentralising EAP workshops to the periphery offices in order to reach the employees who are far away from the head office in Louis Trichardt. The above-mentioned could serve as effective strategies in promoting and maximising the visibility of the EAP, and may close the gap on information not reaching all employees in the municipality thereby increasing its penetration rate.

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Philander, Elisca S. « A training needs analysis into map use in a military context ». Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/52714.

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Thesis (MA)--University of Stellenbosch, 2002.
ENGLISH ABSTRACT: The primary objective of the South African National Defence force is the protection of its citizens against external threats. The nature of the work, especially in operational situations, very often causes members of the SANDF to work in remote and unknown territory. The SANDF is composed of different units such as the army, air force and navy. All of these units typically control a specific aspect of the environment, especially in operational situations, and is very often also geographically spread over a large area. The battle commander would typically be in charge of all these units and must direct and control them efficiently towards achieving their assigned mission. In order to be an effective battle commander, the commander must thus be able to understand the terrain that his/her units are operating in, and maps are often the only information to base such understanding on. Map use is thus a critical success factor in effective battle command, and also for every member of the units navigating the often unknown terrain. The aim of the study is to conduct an investigation into the status quo of map use proficiency in the military, and specifically the South African National Army. The investigation comprises the following: • To conducting a detailed task analysis into map use in a military context, in order to establish specific map use functions and related skills regarded as critical in the military context. • The development of a proficiency test, taking the form of a questionnaire, based on the skills identified in the task analysis. Comparing the results of the questionnaire with map use skills identified in the task analysis, to determine the level of map use proficiency in military context. The secondary aims of the study comprise the following: • To investigate the level of map use training and determine if a need exists in term of additional map use training in the military, based on subjective opinions. • To investigate the level of computer literacy and the need for formal computer training in the military context. The key conclusions of the study are the following: • A gap between optimal and actual performance has been identified in terms of map use in the military context. • This gap can largely be attributed to insufficient structures and processes within the military context to facilitate effective map use.
AFRIKAANSE OPSOMMING: Die primêre doel van die Suid-Afrikaanse Nasionale Weermag is om die burgers van die land te beskerm teen eksterne gevare. Die aard van die werk veroorsaak dat soldate, tydens operasionele toestande, dikwels na onbekende en vreemde areas verplaas ten einde bogenoemde primêre doel te bereik. Die weermag bestaan tipies uit verskillende eenhede, wat elk gefokus is op die verrigting van spesifieke funksies, en dikwels geografies wyd versprei is. In gesamentlike operasies, is die operasie bevelvoerder tipies in beheer van die verskillende eenhede en moet hy toesien dat hul bewegings gekoordineer is ter bereiking van hul doel. Die operasie bevelvoerder, ten einde die doelwit effektief te bereik, moet in staat wees om die terrein waar die verskillende eenhede beweeg te ontleed, en effektief tot doelbereiking kan benut. Kaarte is een van die primêre bronne van inligting, ten einde die terrein te ontleed om dit sodoende tot voordeel te kan gebruik. Effektiewe gebruik van kaarte is dus 'n kritieke faktor wat bydra tot die sukses van die operasie bevelvoerder, asook vir feitlik elke lid binne die verskillende eenhede wat deur dikwels onbekende terrein moet navigeer. Die doelwitte van die studie is om 'n ondersoek in te stel na die status quo met betrekking tot kaart-gebruiksvaardigheid in die Suid Afrikaanse Nasionale Weermag. Die studie behels die volgende: • 'n Omvattende taak-analise ten opsigte van die gebruik van kaarte in die militêre konteks, om sodoende spesifieke funksies en verwante vaardighede te identifiseer wat as kritiek vir die militêr beskou word. • Om 'n vaardigheidstoets in 'n vraelys te inkorporeer, gebaseer op bogenoemde geïdentifiseerde kaart-gebruiksvaardighede. • Om die resultate van die vaardigheids-toets te vergelyk met dié geïdentifiseer in die taak-analise, om sodoende die vlak van kaartgebruiksvaardighede te bepaal in die militêre konteks. Die sekondêre doelwitte behels die volgende: • 'n Ondersoek na die vlak van kaart-gebruiksopleiding en om te bepaal of 'n behoefte bestaan na verdere kaart-gebruiksopleiding, gebaseer op subjektiewe opinies. • 'n Ondersoek na die vlak van rekenaargeletterdheid, en die behoefte aan rekenaar-opleiding. Die afleidings wat uit die studie gemaak kan word is die volgende: • daar bestaan 'n prestasie-gaping tussen optimale and werklike prestasie met betrekking tot die gebruik van kaarte in die militêre konteks, en • hierdie gaping kan grootliks toegeskryf word aan onvoldoende strukture binne die miliêre konteks, wat nie kaart-gebruiksvaardighede fasiliteer nie.

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Mkhabela, Lamson Zondiwe. « The role of leadership learning in the developmental needs of the senior managers in a rural municipality : a case study in adult education at Bushbuckridge local municipality ». Thesis, Stellenbiosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96901.

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Thesis (PhD)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: Municipalities are entrusted with the responsibility of providing sustainable social services to local communities. Issues of capacity to facilitate the delivery of such services feature prominently in these municipalities where a number of communities have expressed their frustration and even anger at the slow pace of delivery of services, or the absence of such service delivery. The reported failure by senior municipal managers to facilitate the delivery of the needed services to communities motivated this investigation. In particular, the possible contribution of leadership learning in the developmental needs of senior managers in the Bushbuckridge Local Municipality was focused upon. The main knowledge claim in this study is that the proven lack of competencies and skills of senior municipal managers have much to do with the weak delivery of acceptable services to communities. Consequently, the study indicated the need to identify the developmental needs of senior municipal managers from a leadership learning perspective and to implement developmental interventions to possibly address such needs. The study was conducted in four phases. First, a number of pre-planning leadership learning questions were formulated, which were determined through document analyses and developing theoretical perspectives from review of relevant literature. Next, a needs assessment among senior managers was conducted. This phase was followed by the implementation of a planned intervention based on leadership learning principles. Finally, the potential success of the intervention was evaluated. The study revealed that although the municipality of Bushbuckridge has an acceptable policy framework that supports leadership learning, the leadership competencies and skills required for senior managers to facilitate delivery of municipal services to communities were lacking. The leadership intervention in this study had limited success due to systemic instabilities within the particular municipal system. The study showed that systemic stability appears to be essential for productive leadership development. It also showed that financial investment in leadership development or developmental interventions may contribute less to enhancing the performance of senior managers if a municipality lacks systemic stability. Given the reported large-scale systemic instability within local municipalities countrywide in South Africa, the results of this study indicate that capacity development initiatives are destined for failure if systemic issues are not addressed first.
AFRIKAANSE OPSOMMING: Munisipaliteite is daarvoor verantwoordelik om volhoubare maatskaplike dienste aan plaaslike gemeenskappe te verskaf. Kwessies rakende die vermoë om sulke dienste te fasiliteer speel ŉ belangrike rol in munisipaliteite waar ŉ aantal gemeenskappe uitdrukking gegee het aan hul frustrasie en selfs woede oor die stadige pas waarteen dienste gelewer word of die afwesigheid van sulke dienslewering. Die gerapporteerde onvermoë van senior munisipale bestuurders om die vereiste dienste aan gemeenskappe te lewer het hierdie ondersoek gemotiveer. In die besonder is die kollig geplaas op die moontlike bydrae van leierskapleer in die ontwikkelingsbehoeftes van seniorbestuurders in die plaaslike munisipaliteit van Bosbokrand. Die belangrikste kennisaanspraak in hierdie studie is dat die bewese gebrek aan bevoegdhede en vaardighede van senior munisipale bestuurders grootliks toegeskryf kan word aan die swak lewering van aanvaarbare dienste aan gemeenskappe. Die studie het aangetoon dat daar ŉ behoefte bestaan om die ontwikkelingsbehoeftes van senior munisipale bestuurders vanuit die perspektief van leierskapsleer te identifiseer en om ontwikkelingsintervensies te implementeer om moontlik sulke behoeftes aan te spreek. Die studie is in vier fases uitgevoer. Eerstens is ŉ aantal voorafbeplanningsvrae rakende leierskapsleer geformuleer. Hierdie vrae is deur dokumentanalise en die ontwikkeling van teoretiese perspektiewe van ŉ tersaaklike literatuuroorsig gegenereer. Daarna is ŉ behoeftebepaling onder seniorbestuurders gedoen. Hierdie fase is gevolg deur die implementering van ŉ beplande intervensie gebaseer op leierskapsleerbeginsels. Laastens is die potensiële sukses van die intervensie geëvalueer. Die studie het aan die lig gebring dat alhoewel die munisipaliteit van Bosbokrand ŉ aanvaarbare beleidsraamwerk het wat leierskapsleer ondersteun, die vereiste leierskapsbevoegdehede en -vaardighede vir seniorbestuurders om die lewering van munisipale dienste aan gemeenskappe te fasiliteer ontbreek het. Die sukses van die leierskapsintervensie in hierdie studie was beperk vanweë sistemiese onstabiliteit in die besondere munisipale stelsel. In die studie is daar aangetoon dat sistemiese stabiliteit noodsaaklik is vir produktiewe leierskapsontwikkeling en verder dat geldelike investering in leierskapsontwikkeling of ontwikkelingsintervensies waarskynlik minder tot die verbetering van senior bestuurders se prestasie sal bydra as sistemiese stabiliteit in ŉ munisipaliteit ontbreek. In die lig van die gerapporteerde grootskaalse sistemiese onstabiliteit in plaaslike munisipaliteite in Suid-Afrika dui die bevindinge van hierdie studie aan dat inisiatiewe vir die ontwikkeling van kapasiteit sal misluk as sistemiese vraagstukke nie eers aangepak word nie.

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Mrara, Msibulele Theophilus. « An investigation of turnover and retention factors of health professional staff within the Eastern Cape Department of Health ». Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1003875.

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Health Professionals are critical in the provision of health services, more especially when it comes to nurses who are next to the patient most of the time. It is critically important for the Eastern Cape Department of Health to ensure that skilled health professionals such as doctors, pharmacists, nurses and the like are retained and the staff turnover regarding this category of staff is appropriately managed. The difficulty to attract and retain health professionals is negatively affecting service delivery in the Eastern Cape department of Health and leaves the department with an unacceptably high vacancy rate. This often put more of a burden on to the health professionals who remain within the organization. Some of them will end up leaving the organization. There is a great shortage of health professionals in South Africa and it becomes easier for the health professionals to get employment elsewhere, particularly in the private sector which appears to have a competitive advantage as compared to the public sector. In this study, both quantitative and qualitative methods were used to gather information through the utilization of a questionnaire and interviews were conducted mainly to confirm the results obtained. The results of the study have assisted to reflect factors that could be influencing the health professionals to leave health facilities of the Eastern Cape Department of Health. The respondents were drawn from the two areas within the Health Department, and these are, Mthatha and Port Elizabeth areas. One hundred (100) questionnaires were issued to the health professionals and sixty three responded. Documents that were received from the department were helpful in determining the turnover rate. The study has revealed that the Eastern Cape Department of Health may succeed in retaining the health professionals if they can be made to feel that their job is important. It appears that health professionals would like to be given enough opportunity to perform their functions and participate in the decision making processes of the department. Some factors may be contributing to the staff turnover and these are, lack of career opportunities to develop, challenges in the workplace, conflict with the management and colleagues. It is always important for the organizations to recognize its employees by giving them space to practice their profession and create a comfortable workplace that could have an impact in influencing the employee to remain within the organization. Employee turnover can be minimized, if employees can be exposed to a healthy workplace environment that will assist if fostering happiness, and in the process, enhance their motivation. It is imperative for the Eastern Cape Department of Health to focus on the training and development of its employees in order to increase the efficiency and competitiveness. As the employees gain the necessary skills to perform their job, productivity may improve. The performance of the employees should be properly managed, and the resultant incentives and rewards must be fairly distributed. This could promote harmony in the workplace and that could help in building relationships among employees. If employees are satisfied, there is an increased chance that they will stay within the organization and it becomes difficult for other competitors to attract them. Employees must be given adequate space to participate in the decision making processes of the organization, and by doing so, their loyalty to the organization could be increased.

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Qwina, Simon Buta. « Enhancing public participation on the ward committee system : the case of Buffalo City Metropolitan Municipality ». Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1019734.

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This study investigated the role of ward committees in enhancing service delivery through public participation with reference to the Buffalo City Metropolitan Municipality in the Province of the Eastern Cape in South Africa. This study provided a motivation for the study to be undertaken, problem statement, objectives of the study, hypothesis, research design and methodology, ethical considerations, delimitation of the study and the overview of chapters. The Constitution of the Republic of South African of 1996 provides for the creation of three spheres of government, namely, the national sphere, the provincial sphere and the local government sphere. These spheres are interdependent from each other. Local government is one of the spheres of government created to bring government closer to the people, as well as giving communities a sense of involvement in the political and governance processes that control their daily lives. The need for effective democratic local government as a vehicle for development and national integration is imperative (Reddy, 1996:3). Municipalities are established in terms of section 12 of the Municipal Structures Act 117 of 1998, wherein Members of Executive Councils (MEC‟s) may establish a municipal area which the Demarcation Board demarcates in the province in terms of the Municipal Demarcation Act 27 of 1998.

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Gqamane, Zukiswa. « An investigation of the empowerment needs of councillors with reference to the King Sabata Dalindyebo local municipality, province of the Eastern Cape ». Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1010168.

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The purpose of this study was to investigate the empowerment needs of councillors in a municipality. The main focus was to assess the successes or inadequacies of the empowerment programmes previously offered to councillors by the King Sabata Dalindyebo Local Municipality. In order to achieve the research objectives an in-depth literature study was undertaken. A survey was also conducted to examine the level of empowerment being offered by the King Sabata Dalindyebo Local Municipality to its councillors and the data was collected by means of self-administered questionnaires. The literature study proved the hypothesis to be correct, which stated that empowered councillors could enhance effective public participation, effective communication which could result in effective service delivery. The empirical study revealed that certain councillors require adequate training in areas such as communication skills, council’s rules of procedures and new developmental mandate assigned to local government. The empirical survey also revealed that there is limited mutual trust between councillors and the senior officials, immediate intervention is required to restore trust between councillors and officials. It has been recommended that King Sabata Dalindyebo Local Municipality should not only provide regular “in house” training, but also training conducted by outside agencies is required. In certain instances, one may find that municipalities may not have fully capacitated persons for “in house” training. Thus, outside agencies which possess the relevant expertise such as universities and SALGA should be encouraged to also facilitate capacity training for councillors.

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De, Kock Francois Servaas. « The validation of the selection battery for pilots of the South African Air Force ». Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50198.

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Assignment (MComm)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: The recent procurement of modern fourth-generation fighter aircraft by the South African Air Force (SAAF), severe budget constraints, as well as demographic transformation of the South African National Defence Force (SANDF) impacted heavily on the selection and training of SAAF pilots. Against this backdrop, this predictive criterion-related validation study attempted to find an optimal battery to predict various aspects of pilot training performance, using all SAAF qualified pilots from 1997 to 2002 as the sample (N=107). Multiple regression analyses were performed to construct a model which can be used to predict the success of trainee pilots in three phases of pilot training, namely officers' formative training, ground school training and practical flight training. Stepwise regression analyses with training grade achieved as criterion were performed on the data for each of the phases of training. Multiple correlations of 0,34 (p<0,001), 0,21 (p>0,05) and 0,22 (p<0,05) were obtained for flight, ground school and formative training results respectively. Various recommendations regarding the present composition of the battery are made
AFRIKAANSE OPSOMMING: Die onlangse aanskaffing van moderne vierde-generasie vegvliegtuie deur die Suid Afrikaanse Lugmag (SALM), sowel as omvattende begrotingsbeperkinge en die demografiese transformasie van die Suid-Afrikaanse Nasionale Weermag (SANW) het In swaar impak op die keuring en opleiding van SALM vlieëniers gehad. Teen hierdie agtergrond het hierdie voorspellende kriteriumgerigte valideringsstudie gepoog om In battery saam te stel wat die verskeie aspekte van prestasie tydens vlieëniersopleiding optimaal kon voorspel. AI die SALM vlieëniers wat gekwalifiseer het van 1997 tot 2002 is in die steekproef ingesluit (N=107). Meervoudige regressieontledings is uitgevoer om In model te bou wat die sukses van kandidaatvlieëniers kon voorspel tydens die drie fases van opleiding, naamlik offisiersvorming, grondskool en praktiese vliegopleiding. Stapsgewyse regressie-ontleding is gedoen vir elke fase van opleiding, met opleidingspunt behaal as kriterium in elke fase. Meervoudige korrelasies van 0,34 (p<0,001), 0,21 (p>0,05) en 0,22 (p<0,05) is verkry vir vlieg-, grondskool-, en vormingsopleidingspunt onderskeidelik. Verskeie aanbevelings in verband met die samestelling van die battery word gemaak.

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Molapo, Pogiso. « Assessment of the perception of employees on the effective administration of performance management in the Department of Water Affairs and Forestry (DWAF) head office ». Thesis, Link to the online version, 2007. https://etd.sun.ac.za/jspui/handle/10019/402.

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Ngeni, Siphiwo Christopher. « Enhancing the accountability of ward councillors through public participation in Buffalo City Metropolitan Municipality ». Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d10186906.

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In terms of section 152(1)(a) of the Constitution of the Republic of South Africa, 1996 local government should provide a democratic and accountable service to local communities. Therefore, elected representatives and municipal officials must be accountable for their actions. This study investigates the influence of public participation in enhancing the accountability of ward councillors in the Buffalo City Metropolitan Municipality (BCMM). For the purpose of the study, the hypothesis was formulated that accountability of ward councillors is hampered by improper public participation mechanisms in Buffalo City Metropolitan Municipality (BCMM). In order to achieve the goal of this study and to test the hypothesis, it was essential to review literature on the accountability of ward councillors and public participation in local government. Primary data was obtained by interviewing ward committees and ward councillors from Buffalo City Metropolitan Municipality. Interviews were conducted with ward councillors and ward committees in wards 13 and 14 of BCMM. The major findings of the study, inter alia, are that ward councillors give feedback to their constituencies. Ward committees are instrumental in encouraging members of the public to attending these meetings. The most popular forum for public participation is the Independent Development Planning (IDP). It was established that approachability, accessibility and visibility of both ward councillors and ward committees in the community enhance public participation. The study concludes with recommendations that will assist the BCMM to enhance the accountability of ward councillors through public participation.

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Aiyegoro, Adeola Ikeoluwa. « The influence of selected non-governmental organisations (NGOs) on policy-making in the Eastern Cape Amathole District Municipality and the eight local municipalities within the district ». Thesis, University of Fort Hare, 2011. http://hdl.handle.net/10353/d1001253.

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Since 1994, the South African Government embarked on an ambitious Reconstruction and Development Program (RDP) to correct the injustices of the past. One of the major programmes, which the government is implementing within the RDP framework, is the ―Integrated National Electrification Programme‖ (INEP) with the aim to address the electricity backlog by 2012. Recent figures from Statistics SA, indicate substantial progress with regard to access to electricity throughout the country and especially in previously disadvantaged areas. This study is an investigation of the impact of access to free basic electricity (FBE) on the welfare of indigent households in Buffalo City Municipality (BCM). This study aims at better understanding ways in which indigent households use electricity and to what extent access to electricity is improving the level of poverty in the households. Empirical evidences from pro-poor electrification programmes worldwide and especially in Asia suggest that greater access to electricity by poor people leads to economic and social development at both micro and macro levels. This study investigates the impact of electricity on household poverty, with focus on household income, household health and children‘s education. This study used mixed research methods to investigate the research problem. Both quantitative and qualitative data were collected using survey questionnaires, focus group discussions and interviews of key informants.

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Msomi, Mzwandile William. « A survey of staff turnover and retention in the Eastern Cape Department of Agriculture, Ukhahlamba District ». Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1003846.

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The aim of this research was to understand the main factors that explain turnover and retention at DOA Ukhahlamba District and to recommend to the District and Provincial management the appropriate strategy for retaining staff. To be able to achieve this aim, the following research objectives have been visited, namely: a) turnover trends, b) analysis of primary and external turnover factors and c) primarily retention factors. Data for analysing turnover trends was collected from the 2004 to 2007 DPSA and DOA annual reports. Primary data on labour turnover and retention factors was collected from 41 employees across different sections at DOA Ukhahlamba District by means of a questionnaire survey. The data was analysed using statistical methods, including frequency distribution, chi-square test and Pearson product-moment correlation. The findings have revealed that there is no clear pattern of turnover trends at DOA and DPSA, and DOA percentage turnover figures are low in comparison with those of the DPSA. In terms of organizational-specific factors, the top three primary turnover factors were identified, namely: a) communication within the organisation, b) leadership and the organisation and participation in decision making. The research results further revealed that communication within the organization had a significant impact with regard to race, but division, location, and grades did not. With regard to the external factors, research results identified the following most important external labour turnover factors arranged according to their importance, namely: lack of availability and quality of health care services and infrastructural development; lack of available sport and recreation facilities; crime in the area and people living in the neighbourhood; lack of educational opportunities available for the family, and geographic location of place of employment. The findings further revealed the top three retention factors, were strongly significantly correlated to each other, namely: resource availability, use of discretion in handling customer complaints, and the impact of the job on society. These are positively related to intention to stay. The implications these results to the management would require the review of the organisational Human Resource Management Policy and the introduction of Attraction and Retention Policy because at present its is non existence at DOA Eastern Cape. Research limitations: the study did not fully explore ethnicity when analysing the communication within the organisation as a labour turnover factor despite having an organisation that is diverse in nature, future academic research should focus more on labour turnover at management level and moderating variables to external labour turnover factors as there is little research done in this area. The factors identified for labour turnover and retention should be treated with caution as it may not be applicable to all sector Departments in the Eastern Cape and may be limited to Ukhahlamba District due to its geographic location. This study will contribute to the body of knowledge as it will serve as a guide to Eastern Cape DOA and other sector Departments in choosing factors to consider when designing their retention strategy in order to reduce labour turnover. To the academic researchers, the first three primary retention factors identified in the survey have not been seen before, grouped and rated amongst the top three retention factors which therefore means that the management support becomes more important than looking more on salary package as the first priority factor as revealed by most of the research literature consulted (Gustafson, 2002; Mobley, 1982; Mobley, 1979; Herzberg, 2003). This shows that labour turnover and retention factors will not be the same to all organisations, the location of the business and surrounding environment should be considered carefully when designing the appropriate policy and retention strategy of the organisation.

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Crisp, Gabriel. « HIV/AIDS in the workplace : views of senior management at a miliary base in the Western Cape in implementing policy ». Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/98021.

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Thesis (MPhil)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: The study investigated implementation of HIV/AIDS policy by senior management in Youngsfield military base. Some of the aspects evaluated included training concerning HIV, campaigns, allocation of budget to manage HIV and knowledge of policy by management. Self-administered questionnaires were used as a method of collecting data. The respondents included in the study ages ranged between 25-59 years. The majority of the respondents did not have any problem in completing questionnaires. Results revealed that involvement of headquarters in allocating funds to acquire training aids, distribution of pamphlets and other information educating personnel insufficient, poor implementation of workplace HIV/AIDS policy by management on all levels, lack of programs dealing with HIV/AIDS and lack of HIV/AIDS policy knowledge by management to lesser extent. Recommendations of this study includes aspects dealing with HIV/AIDS workplace programs, importance of occupational health and safety, addressing stigma and discrimination, absenteeism, HIV/AIDS training and most importantly campaigns throughout the year.
AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing was om die implementering van die beleidsdokument wat handel oor MIV/Vigs in die werksplek deur die senior bestuur in Youngsfield militere basis te ondersoek. Van die aspekte wat die navorser ondersoek het is MIV/Vigs bewusmakingveldtogte, beskikbaarheid van fondse en kennis van die Suid Afrikaanse Nationale Weermag beleidsdocument wat handel oor MIV/Vigs in die werksplek. Studievraelyste is aan respondente uitgedeel. Respondente wat aan die studie deelgeneem het se ouderdome wissel tussen 25 en 59 jaar. Die grootste getal deelnemers het geen beswaar aangeteken om die vraelyste te voltooi nie. Die grootste getal van respondente het aangedui dat die fondse wat beskikbaar gestel word onvoldoende is om die boodskap oor die gevare van MIV/Vigs te versprei. Daar is verder bevind dat belangrike aspekte soos biljette, pamflette, video opnames en getikte material nie versprei kan as gevolg van tekort aan fondse. MIV/Vigs beleid is beskikbaar in militere basisse van die Suid Afrikaanse Nationale Weermag. Die enigste tekort is die implementering daarvan. Die aanbevelings wat bevind is deur die studie sluit in MIV/Vigs programme in die werkplek, die aanspreek van stigma en diskriminasie, afwesigheid weens kroniese siektes wat MIV/Vigs insluit en hantering van ongevalle in die werkplek.

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Mkata, Goodwin Pumelele. « An assessment of the impact of traditional leaders and ward councillors relations on service delivery : the case of Mnquma local municipality in the Eastern Cape ». Thesis, University of Fort Hare, 2010. http://hdl.handle.net/10353/333.

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The aim of the study was to assess the impact of traditional leaders and ward councillors‟ roles on service delivery in Mnquma Local Municipality. Not much research has been conducted in this field. The researcher wanted to ascertain the extent of conflict between traditional leaders and ward councillors in providing services to the communities and provide mechanisms to harness these. In this study relevant literature and legislative frameworks were reviewed. From the literature review, it was evident that service delivery is essential to the communities, and as such, municipalities have a critical role to play. The data collection instruments used, were questionnaires and interviews. In order to achieve the objectives, questionnaires were distributed to the participants and interviews were conducted. After analysing the data, the researcher formulated conclusions and from those conclusions, some recommendations were made.

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Jones, Russell. « The relationship between post-traumatic stress symptoms severity, coping style, perceived social support, extent of service experience, age, and gender within the Western Cape police service ». Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50179.

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Thesis (MA) -- University of Stellenbosch, 2004.
ENGLISH ABSTRACT: The effects that a traumatic event can have on an individual and the high crime rate in South Africa (SA) were grounds for this two-phase study investigating Posttraumatic Stress Disorder (PTSD) symptom severity within the South African Police Service (SAPS). Two aims of the study were to investigate the relationship of six variables with the outcome variable (PTSD symptom severity) and to construct a regression model that could be used to predict levels ofPTSD symptom severity amongst SAPS members. A third aim was to construct a current list of duty-related stressors that SAPS members face. Phase one comprised 19 officers compiling a duty-related stress list that would form the basis of the stressor questionnaire in phase two. Phase two comprised 97 officers in 12 stations in the West Metropol completing a battery of questionnaires, including the PTSD Symptom Scale: Self-Report Version (Foa, Riggs, Dancu, & Rothbaum, 1993), the Ways of Coping Questionnaire (Folkman & Lazarus, 1988), the Multidimensional Scale of Perceived Social Support (Zimet, Dahlem, Zimet, & Farley, 1988), an extent of service experience questionnaire, and the duty-related stress list. The results from the regression model showed perceived social support to have significant beneficial effects on PTSD symptom severity as did emotion-focused coping. Problem-focused coping was found to exacerbate PTSD symptom severity. Regression model 1 and regression model 2 were found to not significantly predict the outcome variable and the model of best fit was suggested.
AFRIKAANSE OPSOMMING: Die uitwerking wat 'n traumatiese gebeurtenis op 'n individu kan he en die hoe misdaadsyfer in Suid-Afrika (SA) was die beweegredes agter 'n tweefasige studie na die ernstigheid van die simptome van posttraumatiese stresversteuring (PTSV) in die Suid- Afrikaanse Polisiediens (SAPD). Die doel van die studie was om die verwantskap van ses veranderlikes met die uitkomsveranderlike te ondersoek en om 'n regressiemodel te skep wat gebruik kan word om die vlak van ernstigheid van PTSV-simptome by SAPD-Iede te voorspel. 'n Derde doel was om 'n bygewerkte lys van die werksverwante stressors wat SAPD-Iede in die gesig staar, saam te stel. In fase een het 19 polisiebeamptes 'n werksverwante streslys saamgestel wat as grondslag vir die stressorvraelys van fase twee gedien het. Fase twee het die voltooiing van 'n reeks vraelyste deur 97 beamptes van 12 stasies in die Wes-Metropool behels. Vraelyste het die volgende ingesluit: die PTSVsirnptoomskaal: self-aanmeldingsweergawe (Foa, Riggs, Daneu & Rothbaum, 1993), die maniere-van-hantering-vraelys (Folkman & Lazarus, 1998), die multidimensionele skaal van waargenome sosiale ondersteuning (Zimet, Dahlem, Zimet & Farley, 1998), 'n vraelys oor die mate van dienservaring, en die stresvraelys. Die uitslae van die regressiemodel het getoon dat waargenome sosiale ondersteuning, asook emosioneelgefokusde hantering, 'n betekenisvolle voordelige uitwerking op die ernstigheid van PTSV -sirnptome het. Daar is gevind dat probleemgefokusde hantering die ernstigheid van PTSV-simptome vererger. Regressiemodel 1 en die gewysigde regressiemodel 2 het nie die uitkomsveranderlike betekenisvol voorspel nie en die model wat die meeste van pas was, is aanbeveel.

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Gijana, Andile Patrick. « Assessing challenges in public appointments and recruitment processes in Chris Hani District Municipality : a case study of human resource department in Lukhanji Local Municipality ». Thesis, University of Fort Hare, 2011. http://hdl.handle.net/10353/325.

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The aim of this study was to assess challenges in Public Appointments and Recruitment Processes in Chris Hani District Municipality: A case study of Human Resource Department in Lukhanji Local Municipality (2008-2010) of the Eastern Cape Province. There has never been a detailed research study conducted in the Chris Hani Human Resource Department, regarding the subject in question. The Constitution of the Republic of South Africa in Section 195(i) directs that Public Administration must be broadly representative of the South African people, with employment and personnel management practices based on ability, objectivity, fairness and the need to redress the imbalances of the past to achieve broad representation. The literature review explored extensively the models used in implementing recruitment and appointment processes globally. From those tested models elsewhere, it was evident that South Africa has a great Constitution and good policies regarding Local Government Human Resource Department recruitment and appointment processes not withstanding some challenges cited in the study. This assessment of challenges in the public appointments and recruitment processes in Chris Hani District Municipality assisted in the establishment of the real facts about effective and fair recruitment and appointment processes in the Local Government Human Resource Management Department to deserving communities. It became clear from the study that providing efficient and fair recruitment and appointments processes to the Local Government Human Resource Department in South Africa requires a broader advocacy agenda encompassing the development of Human Resource systems and the generation of numerous skills and expertise to deliver services to the poor people of our country.

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Ntsikeni, Zukiswa. « An analysis of how to improve customer relations in local government with particular reference to the Buffalo City Municipality in East London ». Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/76.

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The research was conducted to address the low service levels offered by Buffalo City Municipality. In the past Council has received numerous customer complaints to this effect, via correspondence and verbal communication to council delegates and officials. The executive head of the municipality has requested a turn around of this appalling situation. The aim of this research was to gain insight and meaning to the existing problem in an attempt to correct it. This was accomplished by identifying the problem, and then by introducing sub-problems to the main problem for practical and relevant solutions. The research was extended to cover the East London and King Williams Town Local Councils. This was undertaken through personal interviews with the Buffalo City Municipality staff, management, Salga officials and non-profit organisations that were involved in community research on service levels and delivery in local government for this region. Literature was reviewed on methods of improving customer relations in both the public and private sectors. Local and international best practices were analysed to benchmark against successful practices worldwide. Information relevant to Buffalo City’s scenario has been presented in this study, from the identification of effective customer relation practices, followed by the roles and skills required by management. In addition to the personal interviews conducted, a two-page questionnaire was compiled based on integrated information from literature reviewed on best practices, and staff and management input. The questionnaire formed part of the empirical study. Results of the study were critically analysed and revealed three main areas of urgent importance. These are: effective communication, the establishment of a customer care policy and procedures together with training and development. These are effectively achievable after the placement of staff. The study was concluded with a practical and applicable detailed programme of intervention.

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Mhlanga, Fezeka. « An assessment of the relationship between traditional leaders and ward councillors and its impact on service delivery : the case study of Mnquma Local Municipality ». Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007132.

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This study was researched at Mnquma Local Municipality of Amathole District Municipality in Eastern Cape Province, in the Republic of South Africa. The study is about: The assessment of relationship between the traditional leaders and ward Councillors and its impact on service delivery: A case of Mnquma Local Municipality. This municipality consists of 61 wards and 41 ward Councillors. The purpose of this study was to investigate what causes tensions in the relationship between traditional leaders and ward Councillors and also how can it be managed and or be improved as it affects production in service delivery and development. Furthermore, the study seeks to find ways through which the relationship between traditional leaders and ward Councillors could be managed to harmonize the relationship between them in order to improve service delivery in Mnquma Local Municipality. Most municipalities which are based in rural areas in South Africa are faced with a lot of challenges which has left development staggering and thus in long run inefficiency in service delivery is caused. As a result of poor service delivery Mnquma Municipality is faced with the challenge of instability towards its management, whereby several Mayors have been chased away through protests, as result service delivery has been hampered and delayed. These challenges are the results of the poor relationship between traditional leaders and ward Councillors over land ownership, control and authority of resources for development. The legislations that govern traditional leaders are ambiguous or rather vague when it comes to their roles and functions in development and service delivery in the new democratic government of South Africa and thus cause the traditional leaders to feel that they are undermined by the ward Councillors whom according to traditional leaders feel they that ward Councillors are more recognized than them. It is in this context that this study seeks to investigate the causes of conflict between the traditional leaders and ward Councillors and how the conflict impacts on service delivery and development and also can it resolved to harmonize the situation. The researcher used a qualitative method to collect data, the questionnaires and interviews were conducted to Municipalities, Traditional Leaders, Municipal Managers, Ward Councillors, Ward Committees and the community. Data was collected and analysed using descriptive method. The researcher came out with the following summary of the findings: The management of relationship between traditional leaders and ward Councillors over ownership of projects, control, land distribution and authority is very poor. Traditional leaders felt that the present democratic government has given too much power to the ward Councillors for most development programs. There is no absolute proper consultation of traditional leaders by neither local government officials, municipalities and ward Councillors before any development is done in their areas. Poor recognition of traditional leaders by ward Councillors and other politicians. There is allegation by the community members and traditional leaders that ward Councillors are bias in delivering services, preference is given to the group that belongs to their party of interest. When there is development projects employment opportunity is not given to the local communities of that area. Traditional leaders are not allowed to actively participate in council meetings.

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Curran, Sandra Revona. « Assessing employee turnover in the Language Services Section of Parliament of the Republic of South Africa ». Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/19961.

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Thesis (MPA)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: A high employee turnover rate, where talented employees leave the institution to join other legislatures and government departments, has been experienced by the Language Services Section (LSS) of Parliament SA which is part of the Legislative and Oversight Division (LOD). This thesis evaluates why talented employees leave the LSS and explores possible retention strategies to retain talented employees. This was firstly done by reviewing literature on the concept of employee turnover. Secondly, the study evaluated possible factors that impact on employee turnover. Thirdly, the legislative environment of employee turnover within the South African context was discussed. Furthermore, the causes of employee turnover in the LSS of Parliament SA were assessed. Lastly, recommendations were made on how to retain employees in the LSS of Parliament South Africa. The research design used to conduct the study is a qualitative case study. Unstructured interviews, a survey questionnaire and documentation were used for this study. Deductions were made by comparing the theory from the literature review with the practice in LSS in order to gain a better understanding of why talented employees leave the institution and what retention strategies can be implemented to retain them. This study presents various reasons why employees are leaving the institution. These reasons include non-competitive salaries, ineffective recruitment and selection processes, inadequate training, a lack of career pathing and the fact that many language practitioners (LPs) reside in provinces other than the Western Cape. Many of these reasons were identified previously through an LOD Retention Strategy Project but strategies to address problems were not implemented due to the lack of a people-centred approach to talent management. Recommendations were made that retention strategies should be implemented and that more emphasis should be placed on human resources and the development of people in order to reach the core objectives of parliament through happy and well-developed employees.
AFRIKAANSE OPSOMMING: ’n Hoë omsetkoers van werknemers waar talentvolle werknemers die instelling verlaat om by ander wetgewers en staatsdepartemente aan te sluit, is deur die Afdeling Taaldienste van die Parlement van Suid-Afrika, wat deel vorm van die Wetgewing en Oorsig Afdeling, ervaar. Hierdie tesis evalueer die redes waarom talentvolle werknemers die Afdeling Taaldienste verlaat en verken moontlike retensiestrategieë om talentvolle werknemers te behou. Eerstens is literatuur oor die konsep van werknemersomset hersien. Tweedens het die studie moontlike faktore wat werknemersomset beïnvloed, evalueer. Derdens is die wetgewende omgewing van werknemersomset binne die Suid-Afrikaanse konteks, bespreek. Verder was die oorsake van werknemersomset binne die Afdeling Taaldienste van Suid-Afrika, geassesseer. Laastens is aanbevelings gemaak oor hoe om werknemers in die Afdeling Taaldienste van die Parlement van Suid-Afrika te behou. Die navorsingsontwerp wat vir die uitvoer van die ondersoek gebruik is, is ’n kwalitatiewe gevallestudie. Ongestruktureerde onderhoude, ’n opnamevraelys en dokumentasie is vir die studie gebruik. Afleidings is gemaak deur die teorie van die literatuuroorsig met die praktyk in die Afdeling Taaldienste van die Parlement van Suid-Afrika te vergelyk om ’n beter begrip te kry van waarom talentvolle werknemers die instelling verlaat en watter retensiestrategieë in werking gestel kan word om hulle te behou. Die studie verskaf verskeie redes waarom werknemers die instelling verlaat. Hierdie redes sluit in nie-mededingende salarisse, ondoeltreffende werwings- en seleksiesprosesse, onvoldoende opleiding, ’n gebrek aan loopbaanbeplanning en die feit dat talle taalpraktisyns in ander provinsies as die Wes-Kaap woon. Baie van hierdie redes is voorheen deur ’n Wetgewing en Oorsig Afdeling Retensiestrategieprojek geïdentifiseer, maar strategieë om die probleme aan te spreek is nie geïmplementeer nie as gevolg van die gebrek aan ’n mens-gesentreerde benadering tot talentbestuur. Aanbevelings is gemaak dat die retensiestrategieë geïmplementeer word en ’n groter klem op menslike hulpbronne en die ontwikkeling van mense geplaas word sodat die kerndoelwitte van die Parlement deur gelukkige en goedontwikkelde mense behaal kan word.

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Conradie, Anje. « The evaluation of computer based training as a method of teaching map reading in a military context ». Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53114.

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Thesis (MA)--University of Stellenbosch, 2002.
ENGLISH ABSTRACT: Map reading forms an integral part of every soldier's training. Although all troops are exposed to map reading during basic training, they thereafter do not frequently work with maps on a daily basis, but are still required to apply this knowledge during field exercises or combat situations. Various forms of training are available. Computer Based Training (CBT) is a technique that may contribute to the improved acquisition and retention of knowledge when the subject matter requires of students to visualise concepts, as CBT engages multiple senses. CBT incorporates principles from the Component Display Theory and Constructivism, which suggest that CBT might result in superior map reading competencies when used as an alternative to conventional, classroom based, map reading instruction. .The objective of this study was firstly to determine whether CBT, compared to conventional classroom instruction, enhances the acquisition of knowledge when teaching users how to read a two-dimensional (2D) map. In addition, the study had as its objective to determine whether CBT leads to improved retention of 2D map reading knowledge over a one month period when compared to conventional instruction. Finally the study aimed to determine the factors that influence learning when using CBT as the training medium. A basic randomised, between subjects research design, was used to test the hypotheses that eBT would result in the improved acquisition and retention of 2D map reading competencies. The control group consisted of 30 students and the experimental CBT group of 29 students. All subjects were personnel from the School of Armour of the South African National Defence Force. With regards to map training, the majority of the students had exposure to Geography up to grade 12 or further training. A new training programmewas designed. The programmewas developed in two equivalent formats, one appropriate for conventional classroom instruction (control group), and a eBT format for the experimental group. Each student received two manuals. One was a self-study manual that had to be completed before commencing with the course, and the other was received on the first day of the course. Both the trainers also received a manual that contained all the correct answers to the map reading problems forming part of the programme. The eBT programme was designed on paper with the help of a template for the storyboard. A lesson was designed for each day of the course, but students could review any lesson previously studied. Before the students started with lesson 1, they had to complete a test on the computer to determine the extent to which they have acquired the information in the self-study manual. After passing the test the students could select lesson 1. A mind-map was designed for each lesson to help students orientate themselves. For both groups the information studied was placed in the context of "Operation Night Owl", an interactive practical mission. The eBT group had the computer as a guide, providing textured maps and possible answers. Three tests were used to evaluate the students and to gather data regarding their performance. The students were not informed about these tests as the researcher wanted to measure natural acquisition and retention, and not the amount of time that they had studied. Analysis of variance (ANOVA) indicated that the two groups did not differ statistically significantly (p>,05) in their initial degree of map reading knowledge. The average test percentage increased from the pre-test to the first post-test (knowledge acquisition), indicating that the class group increased by 15,2 % and the eBT group by 19 %. Hypothesis 1 states that eBT in comparison to traditional instruction enhances the acquisition of map reading knowledge when teaching users how to read a 2D map. The difference between the class and eBT means for post-test 1 (knowledge acquisition) was, however, statistically insignificant (p>,05). A comparison of the means of the post-test 2 (retention) results of the class and eBT groups clearly indicates that the performance levels retained one month after training, also do not differ statistically significantly (p>,05). The study therefore also fails to corroborate the hypothesis that eBT would result in the greater retention of map reading knowledge when compared to conventional classroom instruction. Based on the results found when eBT results were compared with the traditional classroom technique, it may be advisable to combine classroom teaching with eBT. During the completion of the mission segment of the course, students tended to form natural groups to complete the questions. As working together may result in better understanding of new information (peers learn from each other), it is therefore recommended that the eBT map-reading course be combined with more discussion groups. In conclusion, the results do not suggest that eBT is a superior training technique for the teaching of map reading competencies. Numerous literature sources however do indicate that eBT can contribute significantly to the learning experience, making it still plausible that eBT could indeed, upon further refinement of the programme, contribute to teaching of map reading competencies.
AFRIKAANSE OPSOMMING: Kaartlees vorm 'n integrale deel van elke soldaat se opleiding. Alhoewel elke soldaat blootgestel word aan kaartlees tydens basiese opleiding, word daar nie op 'n daaglikse basis daarmee gewerk nie. Dit blyegter nodig om kaartlees tydens veld-oefeninge en aanvalsituasies toe te pas. Verskillende vorme van opleiding is beskikbaar t.o.v. die aanleer van kaartleestegnieke. Rekenaargebaseerde Dnderrig (RGD) is 'n tegniek wat veelvoudige gewaarwordinge insluit, en dus 'n bydrae tot beter leer en retensie van kennis kan lewer, wanneer dit van die student verwag word om konsepte te visualiseer. RGD sluit eienskappe van Komponent-tentoonstellingsteorie en Konstruktiwiteitsteorie in wat tot verbeterde kaartlees bevoegdheid mag lei indien dit as 'n alternatief tot die konvensionele klaskamer-gebaseerde kaartlees gebruik word. Die doel van die studie was eerstens om vas te stelof RGD, in vergelyking met die konvensionele klaskamermetode, 'n groter bydra lewer in die leer en retensie van kennis wanneer studente geleer word om 'n 2-dimensionele (2D)-kaart te lees. Tweedens stel die studie dit ten doelom vas te stelof RGD, in vergelyking met die konvensionele metode, tot verbeterde retensie van 2D-kaartlees kennis oor 'n een-maand tydperk lei. Laastens beoog hierdie studie om vas te stel watter faktore leer beïnvloed wanneer RGD as 'n opleidingsmedium gebruik word. 'n Basiese, ewekansige, tussen-groep navorsingsontwerp is gebruik om die hipotese dat RGD sal lei tot die verbeterde leer en retensie van 2D-kaartleesbevoegdhede, te toets. Die kontrolegroep het bestaan uit 30 studente en die eksperimentele RGD-groep uit 29 studente. Die steekproef was troepe van die Pantserskool van die Suid Afrikaanse Weermag. Die meerderheid van die steekproef het blootstelling aan Aardrykskunde tot graad 12 of verder gehad. 'n Nuwe opleidingsprogram is ontwerp. Die handleidings is ontwerp in 'n formaat geskik vir konvensionele klaskamer instruksie (kontrole groep) so wel as 'n formaat geskik vir RGO (eksperimentele groep). Elke student het twee handleidings ontvang. Die een was 'n self-studiehandleiding wat voor die aanvang van die kursus voltooi moes word, en die ander een is op die eerste dag van die kursus ontvang. Albei die instrukteurs het ook 'n handleiding ontvang wat die korrekte antwoorde rakende die kaartleesprobleme bespreek in die program bevat het. Die RGO program is op papier ontwerp met die hulp van 'n skermplaat. 'n Les is uitgewerk vir elke dag van die kursus, maar studente kon enige van die vorige behandelde lesse hersien. Voordat die studente met les 1 kon begin moes elkeen eers 'n toets op die rekenaar voltooi om te bepaal hoeveel inligting in die self-studie handleiding bemeester is. Sodra die toets geslaag is kon die student les 1 selekteer 'n Skematiese voorstelling is vir elke les ontwerp om die studente te help om hulleself te oriënteer. Die inligting wat deur beide groepe bestudeer is, is in die konteks van "Operasie Naguil", 'n interaktiewe praktiese opdrag, geplaas. Die RGO groep het 'n rekenaar as 'n riglyn gehad wat getekstureerde kaarte en moontlike antwoorde verskaf het. Drie toetse is gebruik om die studente mee te evalueer en data aangaande hulle vordering te verky. Die studente is nie ingelig oor die toetse nie aangesien die navorser hulle natuurlike leer en retensie van kennis wou toets en nie kennis verkry a.g.v. tyd spandeer aan studie nie. Die variansie-ontleding (ANOVA) het aangedui dat die twee groepe se kaartleeskennis aanvanklik nie statisties beduidend (p>,05) verskil het nie. Die gemiddelde toetspersentasie vanaf die vooraf-toets tot die eerste na-toets (leer) het getoon dat die klasgroep met 15,2% en die RGO groep met 19 % verbeter het. Die eerste hipotese het getoets of RGD tot In vebetering in leer en retensie sal lei teenoor traditionele klasrnetodes. Die verskil tussen die klas en RGD gemiddeld vir na-toets 1 (leer) was statisties onbeduidend (p>,05). 'n Vergelyking van die gemiddelds van die tweede na-toets (retensie) het ook nie 'n statisties beduidende verskil getoon nie (p>,05). Die studie slaag dus nie daarin om te bewys dat RGO tot beter retensie van kaartleeskennis in teenstelling met konvensionele klasonderrig lei nie. Die resultate suggereer dat dit raadsaam mag wees om klasonderrig te kombineer met RGO. Tydens die voltooiing van die missies het die studente 'n neiging getoon om vanself groepe te vorm om die vrae te voltooi. As nuwe inligting beter verstaan word deur in groepe saam te werk (groeplede leer by mekaar), kan dit dus aanbeveel word dat die RGD kaartleeskursus gekombineer word met meer besprekingsgroepe. Ten slotte word daar nie bevind dat RGO In beter opleidingstegniek vir die onderrig van kaartleestegniek is nie. Verskeie bronne dui wel daarop dat RGO 'n betekenisvolle bydrae tot die leerondervinding kan lewer. Dus, met verdere verbetering van die program, sou RGD wel moontlik kon bydra tot die onderrig van kaartlees-bevoegdhede.

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Mkentane, Benjamin Zolile. « An investigation of public participation in municipal planning and performance evaluation : a case study of Mnquma Local Municipality ». Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1007119.

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The participation of communities and community organizations in Municipal governance is set in terms of the law as a mechanism to deepen democracy. Municipalities are required to develop a culture of governance that complements representative democracy with community participation. However the participation of communities in local governance has not translated to the strengthening of governance and the deepening of democracy as municipalities have not done enough to involve communities in municipal affaires. Lack of human resources, and financial capacity have been cited as some of the reasons that beset municipalities and undermine citizen participation. Municipalities have taken steps to encourage community participation and these include establishment of structures to enable participation, however without the guidance and financial support of the municipalities these structures are not able to perform their functions. In spite of all the efforts made by municipalities to encourage participation, a culture of community participation has not yet taken root in local government. While the legislative framework provides for communities to participate, practice shows that the implementation of legislation is complex and requires dedicated capacities within the councils to be effective. This can be achieved when municipalities develop their own community participation policies which address their special circumstances, which must be reviewed on a regular basis. Unless communities are empowered with knowledge on the available participation mechanisms, the dream of a culture of participation will remain just that, a dream. Thus civic education coupled with capacity building of officials will assist in ensuring the development of a culture of participation. Council must also develop mechanisms to evaluate the effectiveness of community participation processes and procedures, to avoid a one size fits all approach. It is imperative that councils as the legislative arm of municipalities must lead the process and not leave everything to the executive arm.

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Du, Preez Pierre Johann. « The role of the councillor and the official in the decision-making process of the municipality ». Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/52020.

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Thesis (MPA)--Stellenbosch University, 2000.
ENGLISH ABSTRACT: Local government is a sphere of government which consists of municipalities and its executive and legislative authority is vested in the respective municipal councils. The council is responsible for exercising its powers and functions on behalf of the community it represents and it makes decisions in that regard. A municipality as an organisation which is comprised of two main components: on the one hand, the council as a body of elected representatives and, on the other, officials who have been employed by the council. Whilst it is generally accepted that it is the function of the council to determine policy and of the officials to execute the determined policy, it is accepted that in .practice there is a degree of interfacing between these two functions. It is further accepted that, although there is a clear distinction between the roles of councillor and official, it is possible that there may be a degree of misconception about their respective roles. The purpose of this study was to determine whether councillors and officials have misconceptions about their roles in the decision-making processes of the municipality and whether such misconceptions have a negative impact on service delivery. The research was initiated by a study of decision making in general, followed by a study of decision making in local government in order to establish a basis for the field of study. Oostenberg Municipality was then analysed, with specific reference to its decision-making systems as well as its macro-organisational structure. A questionnaire was sent to the top structure of the council as well as the top management structure of the municipality; the views of these respondents were used to determine whether there were any misconceptions about their roles. The study found that the councillor study group presented a 30.56% degree of misconception about their role as councillors in the decision-making process of the municipality, and in the case of the top management structure there was a 29.86% degree of misconception. The study further established that this degree of misconception impacted negatively on service delivery. In VIew of the above, it is recommended that councillors be subjected to appropriate training, that the political party caucuses be accommodated in the formal decision-making process of the municipality, and that members of the top management structure be subjected to dedicated training on their role in the decision-making processes of the municipality. It is also recommended that the top management structure of the municipality should be in possession of appropriate academic qualifications.
AFRIKAANSE OPSOMMING: Plaaslike Regering is 'n sfeer van regering wat uit munisipaliteite bestaan en ten opsigte waarvan sy uitvoerende en wetgewende gesag in sy munisipale raad gesetel is. Die raad is namens die gemeenskap wat hy verteenwoordig vir die uitoefening van sy magte en funksies verantwoordelik en neem hy besluite in daardie verband. 'n Munisipaliteit as 'n organisasie bestaan uit twee komponente, te wete die raad as 'n liggaam van verkose verteenwoordigers aan die een kant, en aan die ander kant, amptenare wat deur die raad in diens geneem is. Terwyl dit algemeen aanvaar word dat dit die raad se funksie is om beleid te bepaal en dit die amptenare se funksie is om die uitvoering aan die gestelde beleid te gee, word daar ook aanvaar dat daar in die praktyk, 'n mate van interfase tussen hierdie twee funksies bestaan. Dit word voorts aanvaar dat terwyl daar 'n duidelike onderskeid tussen die onderskeie rolle van raadslid en amptenaar is, dit moontlik is dat daar 'n mate van wanbegrip van hul onderskeie rolle bestaan. Die doel van hierdie studie was om te bepaal of raadslede en amptenare wanbegrip van hul onderskeie rolle in die besluitnemingsproses van die munisipaliteit ervaar en of sodanige wanbegrip 'n negatiewe impak op dienslewering het. Om as basis vir die studieveld te dien is algemene besluitneming eerstens bestudeer, gevolg deur 'n studie van besluitneming in plaaslike regering. 'n Ontleding van Oostenberg munisipaliteit met spesifieke verwysing na sy besluitnemingsprosesse en makro-organisatoriese struktuur is daarna uitgevoer. 'n Vraelys met as respondente die topstruktuur van die raad sowel as die top bestuurstruktuur van die munisipaliteit was aangewend om te bepaal of daar 'n mate van wanbegrip van onderskeie rolle bestaan. Die studie het bevind dat die raadslid studiegroep 'n graad van wanbegrip van 30.56% ten opsigte van sy rol as raadslid in die besluitnemingsproses van die munisipaliteit toon, en in die geval van die top bestuurstruktuur, is 'n graad van wanbegrip van 29.86% aangetoon. Die studie het verder bevind dat die bepaalde graad van wanbegrip, negatief op dienslewering impakteer. Met inagneming van die voorafgaande is daar aanbeveel dat raadslede aan toepaslike opleiding blootgestel word, die akkommodering van die politieke party koukusse in die formele besluitnemingsprosesse van die munisipaliteit, sowel as die toepaslike opleiding van die lede van die top bestuurstruktuur van die munisipaliteit ten opsigte van hul rol in die besluitnemingsprosesse van die munisipaliteit. Daar is ook aanbeveel dat die lede van die top bestuurstruktuur van die munisipaliteit oor toepaslike akademiese kwalifikasies behoort te beskik.

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Ditsela, Nondlela Jeanette. « Factors involved in subjective career success of soldiers in the South African National Defence Force : an exploratory study ». Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20332.

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Thesis (MComm)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: Since the 1970s, economic recession, industrial restructuring, technological changes, and intensified global competition has changed the nature of work. Consequently, employees have changed, many organisations are changing and jobs are minimized to keep up with global demands. However, military organisations and jobs seem to be lagging behind. Although the military is recruiting young generations, many of its jobs are still traditional military jobs that pose heavy demands and dangerous circumstances on the soldiers, hence, the purpose of this particular study. The aim of this study is to explore the relationship between subjective career success (SCS), work circumstances (WC) and personality factors (PF) of soldiers in the South African National Defence Force (SANDF). The existence of the relationship between the variables was explored through a non-experimental controlled inquiry. The variables under study were defined as follows: subjective career success is characterised by increase in the level of skills, increase in self-esteem, increased autonomy and responsibility in the position the person holds, and working with interesting colleagues; WC is defined as working conditions in which physical, mental, and emotional activities are directed towards accomplishing a specific task. Work circumstances encompass job demands, job characteristics, salary, and job security of soldiers; and PF includes locus of control in the workplace, self-efficacy and assertive behaviour in the workplace. A sample of 57 participants was selected from officers (Second Lieutenant – Captain and equivalent rank) studying at the South African Military Academy (here referred to as SAMA), Faculty of Military Sciences, Stellenbosch University. Another sample of 113 Non-Commissioned Officers (NCOs) (Leading-Seamen – Chief Petty Officers) was selected from SAS SALDANHA (South African Naval Gymnasium). In total, a sample of 170 was drawn for this research. Correlation analysis was used to determine the relationship between independent variables and dependent variable; and multiple regression analysis was used to determine factors that explain SCS of soldiers in the SANDF. The results showed a significant partial relationship between job characteristics and SCS. Furthermore, a significant correlation emerged between salary satisfaction and satisfaction with job security. Insignificant relationship emerged between job demands and SCS. Insignificant results also emerged in the relationship between locus of control, self-efficacy and assertive behaviour (PF) and SCS respectively. As a result, it was concluded that WC have a partial relationship with SCS; and PF does not have any relationship with SCS. However, the results of the multiple regressions analysis provided that only job security satisfaction, salary satisfaction, locus of control and self-efficacy explain SCS, concluding that WC and PF in this research partially explain SCS of soldiers.
AFRIKAANSE OPSOMMING: geen opsomming

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Mudau, Humbulani Alfred. « Governance and ethical principles in Local Economic Developments :a case study of the Greater Thohoyandou Municipality ». Thesis, University of Limpopo, 2002. http://hdl.handle.net/10386/2081.

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Hamza, Enayatulla. « The role of higher education in public sector education and training : the case of the School of Government, University of the Western Cape ». Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5212.

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Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: The provision of Public Administration education and training has been under the spotlight by Higher Education Institutions (HEIs) since the early 1990’s and has received further prominence by the South African government in recent years. The 1994 democratic elections has brought about challenges and opportunities for educational and training institutions, among others, to reflect on their programme content, methodology and clientele and to gear themselves towards the needs of a “developmental state”. In response to these challenges and opportunities, South African HEIs of various types and sizes have attempted to introduce or reform Public Administration education and training programmes to both fit into the new political dispensation and help transform its public service. However, the emergence of these new education and training programmes have not been without difficulties. Notable efforts have been the emergence of schools of governments or public management at various tertiary institutions all of which purport to educate and train public officials for a democratic service. The euphoria that accompanied the institutional reforms might suggest that all is well, but the reality records that not all programmes have lived to their ideals. In the light of the above context, this study focuses on the School of Government (SOG), University of the Western Cape (UWC). The school has been selected due to its formal commitment to the provision of public service education and training for the post-apartheid civil service. The study focuses on the role of the school, its leadership, structure, content and processes of education and training programmes for the public service in the country. The study explores the broad global and national role of HEIs in general, and their particular role in the provision of Public Administration education and training. The study traces the global and national debates with respect to how public servants ought to be educated and trained, and illustrates the Public Administration education and training challenges faced in South Africa. The study also explores the legislative and policy framework governing HEIs and public sector education and training in South Africa. The evaluation of the UWC School of Government is based on the adaptation of the IASIA/UNDESA Standards of Excellence model to measure the role and performance of the case. The case study is measured through the application of institutional and programmatic criteria. In addition to the institutional criteria, the programme criteria focuses on the SOG’s programme development and review processes, its programme content, programme management and administration, and the performance of its programmes. The analysis of the case study is preceded by a historiography and background of the SOG and its education and training programmes. A critical analysis of the case study is undertaken in relation to the institutional and programmatic criteria mentioned above. Based on the findings of the study, the thesis concludes with recommendations relevant to the case study and provides more general recommendations applicable to institutions involved in the provision of Public Administration education and training.
AFRIKAANSE OPSOMMING: Die voorsiening van Publieke Administrasie onderrig en opleiding is onder die vegrootglas by hoër onderwys instellings (HOIs) sedert die vroeë 1990’s en het in onlangse jare verdere prominensie verkry by die Suid Afrikaanse regering. Die 1994 demokratiese verkiesing het uitdagings en geleenthede vir onderrig en opleiding instellings teweeg gebring om, onder andere, te besin oor programinhoud, metodologie en kliëntebasis en om hulself in rat te kry vir die behoeftes van die ontwikkelingstaat. In reaksie op hierdie uitdagings en geleenthede poog Suid Afrikaanse HOIs van verskillende tipes en groottes om Publieke Administrasie onderrig en opleidings programme in te stel of te hervorm sodat dit by die nuwe politieke bedeling inpas en help om die publieke diens te transformeer. Die ontwikkeling van nuwe onderrig en opleidings programme sou egter nie sonder sy eiesoortige probleme wees nie. Die ontstaan van Skole vir Openbare Bestuur (SOB) by verskeie tersiêre instellings was aan die orde van die dag en kort voor lank was voormelde instellings almal daarop uit om staatsamptenare vir ‘n demokratiese staatsdiens op te lei. Die euforie wat met hervorming gepaard gegaan het, sou die skyn wek dat alles goed en wel is, maar die realiteit toon dat nie alle programme aan die ideale wat gestel is voldoen het nie. In die lig van voormelde, fokus hierdie studie op die Skool vir Openbare Regering (SOR) aan die Universiteit van Wes-Kaap (UWK). Die SOR is gekies vanweë sy formele toewyding tot die onderrig en opleiding van studente vir die publieke sektor in post-Apartheid Suid-Afrika. Voorts sal die ondersoek fokus op die rol van die Skool, leierskap struktuur, onderriginhoud asook programprosesse vir onderrig en opleiding in die openbare sektor. Die studie ondersoek die globale en nasionale rol wat HOI’s in die algemeen speel en in besonder die voorsiening van onderrig en opleiding in Publieke Administrasie. Verder volg die studie die globale en nasionale diskoerse oor hoe staatsamptenare opgelei en onderrig behoort te word en illustreer, aan die hand hiervan, die uitdagings waarmee die onderrig en opleiding van Publieke Administrasie in Suid-Afrika te kampe het. Die studie ondersoek ook die wetlike en beleidsraamwerk waarbinne HOI’s en die publieke sektor in Suid-Afrika gereguleer word. Die SOR aan die UWK word dan geevalueer aan die hand van die IASIA/UNDESA Model van Standaarde van Uitsonderlikheid wat ook die rol en vordering in die gevallestudie meet. Meting van gevallestudie geskied met behulp van die toepassing van institutionele en programmatiese kriteria. Addisioneel tot die institutionele en programkriteria word daar ook gefokus op; programontwikkeling en hersieningsprosesse, programinhoud, programbestuur en administrasie en program vordering binne die SOR. Ontleding van die gevallestudie word voorafgegaan deur ‘n historiese oorsig en agtergrond van die SOR; en sy onderrig en opleidingsprogramme. In verhouding tot sy institutionele en programmatieka kriteria, soos vermeld, word die studie onderwerp aan kritiese ontleding en ondersoek. Gebaseer op die bevindings van die ondersoek, maak die tesis direk-verwante aanbevelings asook algemene aanbevelings gerig op instellings in die breë wat betrokke is by die onderrig en opleiding van Publieke Administrasie.

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Amanambu, Rochelle Aneeta. « An investigation of the intention to leave or stay of health care professionals at St. Andrews Hospital ». Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1011091.

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Background: The demand for and retention of talent worldwide is aggravated by revolutionary trends that include global competition, demographic changes and technological advances. In South Africa this phenomenon according to Frost (2002) is further challenged by the emigration of skilled people; the relative scarcity of specialist and managerial employees; employment equity and affirmative action procedures. But the development of strategies first requires an understanding of the factors which influence decisions to leave or stay particularly in rural and remote areas. St. Andrews Hospital is a rural district hospital in Ugu District, KZN. Its remoteness from urban areas and the lack of resources contributes towards challenges of attracting and retaining health care professionals to the area. It is the aim of this study to identify the ten most prevalent turnover and retention factors in a rural district hospital with the intention of making recommendations towards strategies to mitigate turnover and improve retention of health care professionals. This study will not only serve the local Human Resource Department but may also be used to inform district and provincial policies as well as departments’ decisions in the design or the review of current retention strategies aimed at reducing turnover. Method: The survey method was used to collect the primary data by distribution of self-administered questionnaires to Health Care Professionals at St. Andrews Hospital. Of the one hundred and fifty questionnaires distributed, one hundred and seven were returned (71% response rate) and formed the basis of the study. Results: Based on the impact scores, the top three turnover factors identified were, the way the organisation is led by top management (0.934); the size of the workload (0.862); and the way problems are dealt with by managers in the organisation (0.817). No statistically significant relationships were found between turnover factors and biographical variable. Availability of quality health services was ranked as the external factor that had the highest influence (78%) on turnover, while geographical location was ranked the lowest. The main reason given by respondents for leaving their previous employment was promotion, followed by distance and personal/family reasons. The top three retention factors identified from the impact scores were the quality of relationships with colleagues (1.698); the amount of support received from managers and colleagues (1.484); and the level of engagement and involvement with the job (1.390). This demonstrates that the salary package often thought to be a first priority factor Mobley, Horner and Hollingsworth (1978); Mobley (1982) and Herzberg (2003) is far less of a determining factor at St. Andrews Hospital than management support, job involvement and person-organisation fit as well as the social relationships formed in the workplace. A positive relationship was found between leadership and job dimension factors at the 1% level of significance. This supports the strong social bond (person-organisation fit) formed in the work environment between management and colleagues that supports retention and increases level of commitment. An important result of the study was that 46% of the respondents were thinking of leaving the town within the year while 29% were considering resigning from St. Andrews Hospital within the year. Conclusion: The results reveal a complex interaction of factors impacting on turnover and retention. The Human Resource Management function has a pivotal role to play in improving its ability to attract and retain professionals through developing comprehensive strategies based on external and internal and environmental factors. The study conveys to the St. Andrews Hospital management that turnover and retention factors are unique to the location and the working environment and differs amongst Health Care Professionals – this should be deliberated on when formulating Hospital Human Resource retention policies.

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Mokapela, Sebolelo Agnes. « Interaction goals in political accounts in isiXhosa ». Thesis, Stellenbosch : University of Stellenbosch, 2008. http://hdl.handle.net/10019.1/1152.

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Thesis (DLitt (African Languages))--University of Stellenbosch, 2008.
This study deals with research that has been conducted within three government departments (Education, Health and Social Development) that form part of the social needs cluster in the Province of the Eastern Cape. Five portfolio committee members were interviewed in each department (six in the department of Health). Reproaches (failures and challenges of service delivery and policy implementation) were developed using information obtained from the “policy and budget speeches” of the afore-mentioned departments. In response to these reproaches, committee members had to give accounts (responses, explanations and/or reason-giving). Four types of accounts (concession, excuse, denial and justification) which are typical political accounts have proved to be quite popular and focus has been given to them in the analysis. The focus on the analysis of the accounts was given to effectiveness, argumentation (reasons or arguments that are tendered in support of the accounts to establish the amount of persuasiveness) and politeness. The conclusions of the findings in the interviews were focused on three elements: 􀂃 The interviewee: The analyses of the interviewees were discussed with regard to the accounts together with the number of arguments given. Each reproach was analyzed within an overview of the type of account with regard to three criteria: effectiveness, argumentation and politeness. The analyses of the interviewees were discussed individually with the help of tables of each interviewee. The focus was on the accounts of justification and excuses. The interview was judged on two parameters: i. The number of accounts each interviewee has used with regard to the three criteria above. ii. A comparison was made to establish the relative merit of the interviewees among themselves. 􀂃 The reproach: various reproaches in the three departments were discussed separately with regard to the number of accounts and arguments in each reproach. The focus was mainly on the accounts of justification and excuse. A summary was given of the various reproaches with the four major types of accounts. The same criteria of effectiveness, argumentation and politeness were used. Judgment was given on the reproach or reproaches which have shown the most attention in the interviews with regard to the total number of accounts which have been used. 􀂃 The account: various justifications and excuses which have been used in the interactions were discussed with regard to effectiveness, argumentation and politeness. The judgment was made as to which type of account was mostly favored by the interviewees. Implications of the research were discussed with regard to a comparative overview of the political accounts in reproaches with specific attention to the type and frequency of the account as well as possible reasons for this type of preferred account. Four types of accounts have been used consistently in the interviews and among these four types, justifications (36.6%) and excuses (46.1%) are generally favored by all politicians who were involved in the interviews. These accounts are quite popular among politicians because they work in their favor as they are employed to reframe the consequences of the act with the ultimate aim of changing negative perceptions about the policies of the department and/or government (justifications) and to deny any responsibility and/or causal link between the politician and the undesirable outcome of the policy and thereby implying that there is no need for reproach (excuse).

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Naidoo, Jason. « An action research inquiry into outcomes-based education and training in an adult learning environment at the Forensic Science Laboratory ». Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/17404.

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Thesis (MPhil)--University of Stellenbosch, 2006.
ENGLISH ABSTRACT: The Forensic Science Laboratory (FSL) is a component of the South African Police Service (SAPS). The Questioned Document Unit (QDU) is a section within the FSL. It has been practice in the QDU to recruit members of the SAPS for training as Questioned Document Examiners within the FSL. Although the SAPS has a policy on education, training and development, it is not applied. Even after the establishment of the South African Qualifications Authority (SAQA) and the National Qualifications Framework (NQF), the QDU and the rest of the FSL continued their training practices at the workplace outside the outcomes-based paradigm. As part of standard practice, the FSL has taken content experts (forensic analysts) and turned them into trainers. These forensic experts had no training qualifications and little or no facilitation skills. Their knowledge of outcomes-based education (OBE) and adult learning was also either inadequate or non-existent. This shortcoming has influenced the quality of learning in this environment. In 2004 the Forensic Science Laboratory began to give some members an opportunity to be trained as trainers, assessors and moderators of learning. However, this has been a disjointed effort. Generally, learners have had to endure a frustrating period of more than four years of internal training before being certified as competent to act as examiners. Before 1994 the QDU employed mostly white personnel as examiners. Most black personnel still occupy the lower salary levels amongst examiners. There are no black trainers. At present (2006) in the FSL, the tendency is that white personnel hold senior positions and black personnel are juniors. There is covert racial tension among the members. In the QDU, the training manager has always been a trainer as well. In the training environment at the QDU there have been obvious problems, namely – 􀂾�� poor practice of OBE and adult learning; 􀂾�� relationship problems between trainer and learners; 􀂾�� distrust and a lack of communication and dialogue between trainer and learners; and 􀂾�� underlying racial tension. The action research process on which we (the learners, training manager and I) embarked was aimed at – 􀂾�� opening dialogue/communication between the training manager and learners; 􀂾�� increasing learner participation in the process; and 􀂾�� providing the opportunity for both the learners and the training manager to increase their knowledge of adult learning and OBE. We hoped that by making the entire action research process transparent we could create a platform for the learners and the training manager to build relationships in order to bring about an improvement in learning practice. We used an action research process that included participation by both the learners and the training manager. Change occurs within the action component of the action research process, while the research component is meant to generate knowledge. We used a cyclic method that entailed stages of planning, action, observation and reflection. Continuity was achieved by the reflection stage of one cycle informing the planning stage of the next. The action research process used in this setting has supported the existing theory and assumptions that adult learners want to participate, be involved in decision-making, and learn by doing. It has also shown that they are critically aware. The learning practice at the QDU has improved. The action research process that took place at the unit can serve as a powerful case study for trainers who endeavour to improve practice in other environments.
AFRIKAANSE OPSOMMING: Die Forensiesewetenskapslaboratorium (FWL) is 'n komponent van die Suid-Afrikaanse Polisiediens (SAPD), terwyl die Betwistedokumente-Eenheid (BDE) ŉ afdeling binne die FWL is. Sedert die stigting van die BDE was dit algemene praktyk om lede van die SAPD te werf en hulle binne die FWL as eksaminatore van die BDE op te lei. Alhoewel die SAPD ŉ beleid het ten opsigte van onderwys, opleiding en ontwikkeling, word dit nie toegepas nie. Selfs ná die totstandkoming van die Suid-Afrikaanse Kwalifikasieowerheid (SAKO) en die Nasionale Kwalifikasieraamwerk (NKR), het die BDE en die res van die FWL hul werkgebaseerde opleidingspraktyke buite die paradigma van uitkomsgebaseerde onderwys voortgesit. Die FWL het tot dusver forensiese skeikundiges in opleiers omskep. Hulle het geen kwalifikasies in opleiding gehad nie en hul kennis van uitkomsgebaseerde onderwys (UGO) en volwasseneleer, asook hulle fasiliteringsvaardighede, was onvoldoende. In sommige gevalle het dit geheel en al ontbreek. Hierdie tekortkoming het ŉ nadelige invloed op die gehalte van leer gehad. Onlangs (2004) het die FWL begin om sommige polisielede die geleentheid te bied om as opleiers, assessors en moderators van leer opgelei te word, maar hierdie pogings is nog nooit behoorlik gestruktureer nie. Binne die huidige opset is daar leerders wat meer as vier jaar interne opleiding moes ondergaan voor hulle as bevoeg gesertifiseer is om as opleiers op te tree. Die BDE het in die verlede meesal wit personeel in diens geneem as eksaminatore. Die meeste van die swart eksaminatore in die BDE is op die laer salarisvlakke, en daar is geen swart opleiers nie. Tans (2006) is daar hoofsaaklik wit personeel in die seniorposte in die FWL, met die swart personeel meesal in juniorposte. Daar is onderliggende rassespanning onder die lede. In die BDE was die opleidingsbestuurder nog altyd ook ŉ opleier. Die volgende probleme is in die opleidingsomgewing van die BDE geïdentifiseer: 􀂾�� swak praktyk t.o.v. UGO en volwasseneleer; 􀂾�� troebel verhoudings tussen die opleier en die leerders; 􀂾�� wantroue en gebrekkige kommunikasie en dialoog tussen die opleier en die leerders; en 􀂾�� onderliggende rassespanning. Die aksienavorsingsproses wat ons (ek, die leerders en die opleidingsbestuurder) aangepak het was daarop gemik om – 􀂾�� dialoog/kommunikasie tussen die opleidingsbestuurder en die leerders te vestig; 􀂾�� leerderdeelname in die proses te verhoog; en 􀂾�� vir beide die leerders en die opleidingsbestuurder die geleentheid te bied om hul kennis van volwasseneleer en UGO uit te brei. Deur die hele aksienavorsingsproses deursigtig te maak, het ons gehoop om vir alle rolspelers ŉ geleentheid te skep om verhoudinge te bou ten einde ŉ verbetering in die leerpraktyk teweeg te bring. ŉ Aksienavorsingsproses is aangewend wat deelname deur beide die leerders en die opleidingsbestuurder ingesluit het. In aksienavorsing vind verandering binne die aksiekomponent van die proses plaas, terwyl die navorsingskomponent daarop gemik is om kennis vir die deelnemers – en as deel van die proses self – te genereer. Ons het ŉ sikliese metode gebruik wat beplanning, handeling, waarneming en refleksie behels het. Kontinuïteit is verseker deurdat die refleksiestadium van een siklus die basis gelê het vir die beplanningstadium van die volgende. Die aksienavorsingsproses wat in hierdie opset gebruik is, het die bestaande teorie en aannames ondersteun dat volwasse leerders wil deelneem, dat hulle by besluitneming betrokke wil wees, dat hulle wil leer deur te doen, en dat daar ‘n groter kritiese bewussyn is. Die leerpraktyk aan die BDE het verbeter. Die aksienavorsingsproses aan die BDE kan ŉ betekenisvolle gevallestudie wees vir diegene wat poog om hul praktyk in ander omgewings te verbeter.

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Du, Plessis Anita Gesiena. « The relationship between emotional intelligence, locus of control, self-efficacy, sense of coherence and work adjustment ». Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86263.

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Thesis (MComm)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: The military is a unique working environment that poses several challenges to soldiers. These include numerous ambiguities, psychological stressors, physical demands and resource challenges. In order for the military to be successful, it is important to employ individuals who will be able to thrive in this environment. The theory of work adjustment proposes correspondence between an individual and his or her work environment. The military needs individuals who will fit well into the organisation and enhance its capabilities. The objective of this study was to explore the possible relationships between emotional intelligence, locus of control, self-efficacy, sense of coherence and work adjustment within a military sample. The data was collected from a sample of 295 members of the South African National Defence Force preparing for an international deployment. The descriptive statistics included 76,6% males and 23,4% females with the majority of respondents (292) from the South African Army (99%), while the other respondents (3) were from the South African Military Health Service (1%). Quantitative research techniques were employed to test the stated hypotheses. Emotional intelligence, locus of control, self-efficacy and sense of coherence were analysed as independent variables and work adjustment as the dependant variable. The findings supported the hypotheses, and relationships between emotional intelligence, locus of control, self-efficacy and sense of coherence were established. Contributions towards theory, literature, practice, labour, policies and military commanders are made. Recommendations for future research are also presented.

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Gopane, Ogomoditse Mabel. « Effectiveness of the Eastern Cape provincial department of local government and traditional affairs to monitor and evaluate the performance of municipalities : a case study of Cacadu District Municipality ». Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/1653.

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Thesis submitted in fulfilment of the requirements for the degree Master of Technology in Public Management in the Faculty of business at the Cape Peninsula University of Technology, 2012
South Africa has been experiencing poor service delivery protests. The Eastern Cape in particular, is characterised by rural areas owing to segregation that was created by the past apartheid government. Ineffective operations of municipalities are usually found to be the root cause of ineffective service delivery. However, the Republic of South Africa‟s Constitution,1996 and other forms of legislation provide for monitoring and support of municipalities by national and provincial government, although most monitoring and support responsibilities are borne with the provincial government. Provincial governments provide an oversight role towards municipalities and assist them when they cannot and do not fulfil their obligations. This study focuses on the Eastern Cape with the Cacadu District Municipality as the identified case-study. The district is one of the largest in the Eastern Cape and is marked by high levels of poverty and unemployment. The study investigates the effectiveness of the Eastern Cape Department of Local Government and Traditional Affairs (ECDLGTA) to monitor and evaluate municipalities, with reference to the Cacadu District Municipality. Monitoring and evaluation are effective tools, which are utilised by developed countries to achieve good governance and effective service delivery. South Africa has also followed a culture of M&E and established the Government Wide Monitoring and Evaluation System. It is important that monitoring and evaluation systems are effective. Because with effective systems, government can detect early warning signs of corruption or any other forms of ineffectiveness. The purpose of this research study is to explore current systems that the ECDLGTA has established to monitor municipalities and to assess whether those systems are effective or not. Furthermore, the research intends to explore the reasons for ineffectiveness, as well as the relationship between the municipalities and the provincial government. In order to reach conclusions to these questions, an empirical study was conducted by using qualitative research methodology. Interviews were conducted and are described in chapter five. Chapter Six and Seven present the results that were achieved from the interviews and analysis of those results, whilst Chapter eight presents concluding remarks and recommendations based on the findings.

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Matetoa, Julia Mathuetsi. « The professional role of the correctional officer in the rehabilitation of offenders ». Thesis, 2012. http://hdl.handle.net/10500/10343.

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Corrections has always been conventionally known as an occupational discipline and not a profession. The organization of corrections has been spoken of as a penitentiary, bearing in mind that the models of the buildings were meant for punishment; with correctional officers recognized as guards. The role of the guards was that of the keeper of the keys and their duty was mainly custodial in nature. The occupation was mainly attractive to white males with a record of unemployment and not much education. The occupation was stable, and did not require for any extra skill. Certain researchers believe that the selection methods for prison warders were extremely relaxed with a small amount of empirical validity. There was also thinking that a correctional officer needed a 20/20 vision and an IQ of an imbecile. Conversely, it has been perceived that a correctional officer can be the most significant individual in the offender’s life, having an influence in refining or declining the success of the different treatment programs that an offender undergoes (Josi & Sechrest, 1998, p. 3). Corrections is a human service occupation. Therefore, human service workers need to have knowledge of human behaviour and be able to assess their perspectives on any behaviour wisely and thus formulate reliable estimations. This will give them the opportunity to enjoy suitable decision making powers and formulate a trend on professional behaviour. Their knowledge of human behaviour will also strengthen the capability to foresee behaviour and give special knowledge to prevent any hesitancy(Williamson, 1990, p. 43). The role of the correctional officers (security staff) has intensely changed over the past few decades.The correctional officer is in today's corrections, expected to balance security and still be responsible for changing the behaviour of offenders constructively (Josi & Sechrest, 1998, p. 11). In order to have a comprehensive understanding of the distinctive and contradictory role of the correctional officer, it is very important to appreciate the changes that have transpired in penal philosophy all through the centuries. Throughout the research, the researcher will make an effort to capture the heritage of corrections and the evolving systems of punishment of Europe, the United States of America and South Africa and look at the applications of the rehabilitation concept and how the Correctional Officer has been utilised as a skilled and knowledgeable professional in the whole process. The aim of the research being to determine the effect that correctional and professional officers have on rehabilitation of offenders and determine the process by which the Correctional environment can be transformed to a true profession of highest integrity and competence. Objectives for the study will be: • To analyse the history and development of Corrections internationally and its philosophical background • To examine the impact of the history of rehabilitation in the South African Corrections system, from the development of the first prisons in 1652 to the demilitarisation of prisons system in the 1990s, right through to the actualisation of the South African White Paper on Corrections, 2005 • To critically examine the professional status of the Corrections occupation against other existing professions. The issues on education, training, credentialing, autonomy, code of ethics and special expertise are some of the aspects that will be looked at as the primary criterion for professions • To explain the conception of rehabilitation and its development and application both internationally and nationally • To critically look at the importance of Corrections system while highlighting the mandated role of the Correctional officer and the duality of the role of balancing security and rehabilitation. The study will contribute on the basis of knowledge in particular regard to Education and Training of Correctional Officers. A model will be developed for South African Correctional Services Systems and predominant focus will be on the performance and education and training of Correctional Officers in South Africa.
Penology
D. Litt. et Phil. (Penology)

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Thèses sur le sujet « Prisons – South Africa – Officials and employees »

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