Dissertations / Theses on the topic 'Australia Officials and employees Training of'
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Leong, Yua-yan Susanna. "Investment in people : training strategy of the Environmental Protection Department /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13762187.
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Adriansen, David J. "Workplace Violence Prevention Training: An Analysis of Employees' Attitudes." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4798/.
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The purpose of this study was to determine employees' attitudes and perceptions toward the effectiveness of workplace violence prevention training within a U.S. Government service agency with 50 offices located in Minnesota and Wisconsin. Chapter 1 presents an overview of the phenomenon of workplace violence, the movement toward prevention programs and policies and the implementation of prescreening processes during hiring and violence prevention training. Chapter 2 contains a thorough review of pertinent literature related to violence prevention training and the impact of occupational violence on organizations. This topic was worthy of research in an effort to make a significant contribution to training literature involving organizational effectiveness due to the limited amount of research literature covering the area of corporate violence prevention training and its effect on modifying attitudes and behaviors of its customers. The primary methodology involved the assessment of 1000 employees concerning their attitudes and perceptions toward the effectiveness of workplace violence prevention training. The research population were administered a 62 item online assessment with responses being measured, assessed, and compared. Significant differences were found calling for the rejection of the three study hypotheses. Chapter 4 described the findings of the population surveyed and recommendations were identified in Chapter 5.
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Delfeld, Lauri A. "A Comparison of Training Needs in the Public and Private Sectors." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc278159/.
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The training needs of managers in the public and private sectors were investigated and compared. Future trends in training that are foreseen by these managers were also researched. Forty-four public sector managers and 34 private sector managers completed a questionnaire covering such topics as: current training needs, current training efficiency, and future trends in training. Topics covered included an overview of the problem, identification and explanation of current trends in topical literature, results of the research, and conclusions drawn from the findings. The results indicated a small difference in current training needs of the two sectors. Recommendations for future studies included a larger sample population and a follow-up study of the private sector managers.
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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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Mthethwa, Kholekile F. "Training and localisation policy: a case study of Swaziland." University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&.
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The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date.
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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&.
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Ho, Siu-wah Annie, and 何小華. "The evaluation of training in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31964278.
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Milatzo, John P. "An investigation of multi-attribute utility technology (MAUT) as an evaluation method in an organizational training environment." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-170354/.
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Mafi, Salote Christine Laumanukilupe. "Assertive communication by first- and second-generation Tongan employees in Australia /." [St. Lucia, Qld.], 2003. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17040.pdf.
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Leong, Yua-yan Susanna, and 梁若茵. "Investment in people: training strategy of the Environmental Protection Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31964588.
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Britton, Michael J. "The quest for a formula : parliamentary remuneration in Western Australia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2005. https://ro.ecu.edu.au/theses/397.
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The Western Australian Payment of Members Act 1900 was promulgated upon two tenets, namely, that Members of Parliament should be compensated for their services to society and that other Australian colonies were already receiving some form of compensation. The premise stipulated that all people, regardless of economic background should be given an opportunity to fulfil the honourable duly of a Representative. Remuneration in this thesis covers the minimalist advent of Parliamentary Remuneration whereby Mrs were compensated by way of a basic salary to the current multifaceted Parliamentary Remuneration which encompasses various structures, processes and is often overarched by complicated determinative methodologies. Remuneration was the original term given for the payment of services rendered. The contemporary understanding of Remuneration extends to salary, superannuation ;Ind an additional raft of entitlements. Since the form of Parliamentary Remuneration has evolved, so too has public disputation grown over the various entitlements that MPs receive. Parliamentary Remuneration has become a highly contentious issue. However, despite the nature of the topic there is a surprising absence of research on the topic. This study is the only known historical and analytical account of Parliamentary Remuneration that has been written apart from reports prepared by Governmental agencies or Parliamentary Remuneration tribunals. The Quest for a Formula will review the historical remunerative determinations that have occurred within Western Australia since the tum of the 20th Century, contrasting the findings of this study against historical experiences that can be drawn from other democratic-Commonwealth countries such as Britain and Canada. For comparison the thesis will also investigate how various enterprises, both public and private, remunerate their employees in accordance to various performance management indicators. This study suggests that the methods that have been at use within Western Australia, and various other Commonwealth-based jurisdictions, may require an overhaul. However, given the unique nature of parliamentary duties, attempts to provide a set of performance criteria have proved difficult to establish. Nonetheless this thesis proposes a systematic determinative process that is more transparent than current procedures. The thesis has found the determinative process in Western Australia to be redundant as it appears to be overlapped by the Federal Remuneration Tribunal. Many types of determinative processes have been employed by various Governments; this study illustrates the equitable methodologies compared to inequitable methods. This thesis also proposes that the general standing of an MP within Australian society may be raised through the development of a more transparent system of determination that encourages public input. Aside from this, a remunerative determination should take into consideration an MP's experience along with the size, demographics .)f their electorate. Parliament should also frequently employ private management consultants that can individually assess each MP's workload, consequently producing an impartial recommendation on the state of MP remuneration. This thesis proposes that the employment of such consultants may allow for MPs to communicate numerous ways that they could be more efficient and could also generate 'work plans' to assist them in achieving their everyday goals. This study will also find that, while a new more transparent system of determination is required within both Western Australia and Australia, the possibility of implementing a performance management system to consequently remunerate MP is highly unlikely, Finally, a recommendation of this thesis will propose new structures, processes and mathematical formulae in determining an MP's overall worth.
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Tam, Lin-chung. "The provision of trainer training in the Hong Kong Civil Service : perspectives and the way ahead /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17507716.
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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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Elder, Peter. "Charles Lydiard Aubrey Abbott : countryman or colonial governor?" Phd thesis, Northern Territory University, 1997. http://hdl.handle.net/1885/272368.
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Kam, Chun-cheong Patrick. "Training and development in the Hong Kong civil service : a case study of the executive officer grade /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17957710.
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Wright, David R. "Accident experience of Commonwealth Government employees in Western Australia : 1 June 1993 to 2 December 1995." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1998. https://ro.ecu.edu.au/theses/1444.
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This quantitative study documents, analyses and discusses the accident experience of Commonwealth employees in Western Australia from 1 July 1993 to 2 December 1995 as recorded on 1663 accident report forms. The research addresses the problem of lack of knowledge of accidents in the Commonwealth sector of the Western Australian work force. Its purpose is to identify possible areas of health and safety improvement and highlight where accident frequency may be reduced. Risk management is adopted as a conceptual framework to explore categories of accident related data, including month of year, time of day, day of the week of accidents, number of years of job experience, age and gender of the worker, accident frequency and severity. Where applicable accident related data was subjected to Chi-square statistical tests. Important findings, amongst others, include the identification of the month of August as having a higher frequency of accidents, inexperienced Commonwealth workers incurring 80.5% of accidents, and 64% of accidents involving men. Such findings are of importance to the Commonwealth so that prevention strategies targeted at these areas can be developed. Additional research utilising national data is recommended.
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Canada, Angela F. (Angela Faye). "The Effect of Time on Training Retention Rates of United States Air Force Loadmaster Apprentice Students." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc278257/.
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The purpose of this study was to determine if extended periods of time out of the training environment has an effect on the retention of training. The rationale for conducting this study was based on the fact that little research has been done in this area. The findings of the study indicated that extensive periods of time out of training do significantly influence the amount of training retained fromone loadmaster course to the other. Additionally, there was a significant relationship between the number of days out of training and the posttest scores. The optimum training break between courses appears to be between 10 and 20 days. Training retention is apparently affected by time.
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Donaldson, Sherry. "A policy analysis of a private sector company's response to the career start traineeship." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1995. https://ro.ecu.edu.au/theses/1165.
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During 1994 BHP Iron Ore is investigating the costs benefits and possibilities of introducing a new Traineeship scheme called Career Start for the Metals and Engineering sector of its workforce. This study explores the factors which impact upon the introduction of the new competency based training scheme. It provides BHP with information for determining whether to adopt the Traineeship scheme as the sole entry level training program for the company, whether to reject the Traineeship scheme altogether, whether to run the Traineeship scheme side by side with the Apprenticeship scheme or to integrate it with the current Apprenticeship scheme in some form or other, within the Metals and Engineering sector. In order to make this determination BHP needs to decide upon a policy making process that is rational, comprehensive, objective, considered and that presents a range of alternatives with means to defined ends. A variation of the rational model for policy making is used to provide a broad framework for developing an answer to the major research question which is: What considerations does BHP need to take Into account to determine whether or not to introduce the Career Start Traineeship scheme? To answer the major research question several subsidiary questions based on the five steps of the rational model were pursued.
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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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Putra, Andreas Wahyu Gunawan, University of Western Sydney, and Sydney Graduate School of Management. "Evaluating training programs : evaluating training programs for front line associates in the hotel sector in Sydney : demonstrating Kirkpatrick's model." THESIS_SGSM_XXX_Putra_A.xml, 2003. http://handle.uws.edu.au:8081/1959.7/723.
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Research for this project was undertaken by means of a broad and comprehensive literature search, a field study and the development of four working papers. It has been quoted,The hospitality industry appears to be facing increasing competitive pressures to improve the quality of its delivery of products and services. For many hotels, success depends largely on the availability of qualified line associates who are able to translate and consistently maintain their company's operational standards of service. Hotel companies, thus, must take training programs for front line associates seriously to accommodate the growing pressure to provide qualified associates. Consequently, many hotels now highlight training activities for front line associates as a means of providing an outstanding service for their customers. However, there is often scepticism about whether training actually pays off for organisations. Despite the importance of the topic, there appears to be little research on evaluating training for front line associates in the hospitality industry, particularly in the hotel sector. Therefore, this project is arguably pioneering in its analysis of applying the model chosen. It has demonstrated through empirical evidence the usefulness of the model to the four hotels in Sydney. This project has investigated evaluating training programs by analysing the reaction of the trainees, learning gained by the trainees, transfer of learning to the workplace by the trainees and training outcomes. The research is expected to be useful to other training practitioners and/or scholars who are interested in taking further research in the hospitality industry, particularly in the hotel sector.Doctor of Business Administration
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Tam, Lin-chung, and 譚連聰. "The provision of trainer training in the Hong Kong Civil Service: perspectives and the way ahead." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31965052.
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Gill, Robert J. "Employer of choice and building a positive "Corporate social responsibility" reputation in the Australian finance sector." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2007. https://ro.ecu.edu.au/theses/251.
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The growing importance for the concept of "employer of choice" (EOC) in Australia is evident in the public reporting, surveys and awards relating to "corporate social responsibility" (CSR). Employer of choice has become part of mainstream business terminology. The portfolio demonstrates an internal education resource on a company's employer of choice initiatives, benefits and opportunities constructively enriches an Australian business' corporate social responsibility culture, enhances opportunities for staff, and maximises industry advantage
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Wakefield, Lynette Florence, and mikewood@deakin edu au. "Workplace education and training: Are Tafe teachers prepared for their evolving roles?" Deakin University, 1996. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.103545.
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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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Van, Heerden Vicky. "Local government reform in Western Australia: a case study on change readiness." Thesis, Rhodes University, 2012. http://hdl.handle.net/10962/d1003897.
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The Western Australian State Government’s local government reform programme, initiated in February 2009, provides the context for this research. Nedlands, a local government in Perth’s western suburbs, resolved to participate in this reform programme and signed a Regional Transition Group Agreement with Subiaco local government in August 2010. The purpose of the Regional Transition Group was to prepare a business plan to investigate the potential benefits and viability of a Nedlands and Subiaco amalgamation. Whilst the local government of Nedlands is currently investigating the more operational and technical aspects of local government reform in the merger feasibility study, this research focused on employee readiness, more intangible but no less important. The difficulties of achieving success with organisational change initiatives are well documented. A number of models of planned organisational change have been developed to address these difficulties and support successful change and are outlined. This research highlights the value of the first phase of planned change, namely readiness for change, where organizational members are prepared for and become supporters of change. It also highlights the importance of change communication with respect to developing employee readiness. Definitions and some of the dimensions of ‘readiness for change’ are outlined. The five dimensions of readiness for change - discrepancy, appropriateness, principal support, efficacy and valence - provide the ‘lens’ through which readiness for change at Nedlands is explored. From this perspective, the documentation communicating local government reform at Nedlands was analysed. These dimensions were also used to ascertain, from the perspective of the Nedlands' managers, their level of readiness and the readiness of the employees of Nedlands for local government reform. The findings suggest that Nedlands local government has not consciously planned to ‘ready’ employees for local government reform. A number of management recommendations are made to strengthen the change readiness message communicated by the Nedlands local government and to support the development of the Nedlands employees’ readiness for change.
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Barratt-Pugh, Landis G. B. "The discourses associated with the frontline management initiative and their relationship to managing practice." University of Western Australia. Graduate School of Management, 2004. http://theses.library.uwa.edu.au/adt-WU2005.0073.
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[Truncated abstract] This thesis is an analysis of a technology that is radically changing the location, process and position of manager learning, leveraging organisational learning agendas, and creating networks re-ordering institutional frameworks. The thesis examines the discourses, performances and productions associated with the Frontline Management Initiative (FMI) and provides a model of workplace-based management development. Academically, it provides new knowledge about the discourses constituting, enacting and producing manager development. Practically, it provides an understanding of the relations between workplace learning and outcomes that can inform practice. The FMI is a critical technology in terms of leveraging enterprise growth, due to its extensive national profile within the politically dominant societal structures of organisations, the critical interpreting role of frontline managers, and the innovative workplace-based, learner-centred framework. As the solitary Karpin (1995) report beacon, the FMI is positioned in highly contested terrain. Managing practice confronts the complexity of ordering knowledge work, where meaning and knowledge are more fluid and transient. Management development practice is more workplace located where knowing is more situated, distributed and relationally negotiated, but framed by politically endorsed competency-based frameworks. This study takes the unique opportunity to examine a learning technology that is being shaped by powerful mediating discourses. It examines how these multiple discourses construct FMI practice, what meanings of managing they develop and what effect these relational experiences have on subsequent managing practice.
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Coutryer, Sharon M. "Perceptions of Careproviders Concerning the Normalization/Developmental Model's Replacement of the Medical Model as the Basis for Providing Education and Training to the Institutionalized Adult with Developmental Disabilities." Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc278655/.
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Previous research suggests that careproviders' attitudes and perceptions significantly influence the type and quality of services received by institutionalized adults with developmental disabilities (IADD). This study explored attitudes careproviders hold concerning training needs of the IADD and their service model orientation. It traced the history of training people with developmental disabilities and provided a brief review of the medical, developmental, and normalization models of service delivery. The conceptual framework upon which this study was based proposed that staff perceptions and orientation concerning service delivery to the IADD can be conceptually related to five factors in a research model. They were identified as: (a) careprovider's characteristics; (b) working environment; (c) previous careprovider experience; (d) developmental disability history within the careprovider's family; and (e) self-reporting of a service delivery orientation. This study examined only a portion of this model (factors a, b, and e). The response sample included 370 professionals and paraprofessionals, aged 17 to 72 years, who were employed at a large residential facility serving individuals with developmental disabilities in Denton, Texas. The respondents were predominantly female (76.5%), Caucasian (72.2%) with slightly less than 75% having more than a high school diploma. The instrument, a self-administered questionnaire, consisted of three parts; Careprovider's Service Model Orientation; Careprovider's Perception of Training Needs; and, Demographic Information. Data were analyzed through the use of regression, chi square, and analysis of variance tests. Findings revealed several significant relationships between: professional status and perceptions of training needs of the IADD; professional status and service model orientation; professional status and reported service model orientation; professional status and attitude toward the medical model; and, professional status and attitude toward the developmental model. Significant relationships were not found for four additional hypotheses that were included the study.
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Coetzee, Colette. "An explorative study of the training needs of investigating officers interviewing young victims of sexual abuse." Thesis, Stellenbosch : University of Stellenbosch, 2005. http://hdl.handle.net/10019.1/3315.
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Thesis (MEdPsych (Educational Psychology))--University of Stellenbosch, 2005.There is deep concern nationally and internationally about the increasing numbers of sexual offences against children. South Africa is one of the countries with a very high incidence of child sexual abuse. Child sexual abuse is very traumatic for most children: research reveals that the negative psychological impact of child sexual abuse persists over time and even into adulthood. Disclosure of sexual abuse is often very traumatic for the victim and the response of the investigation officer is crucial as inappropriate responses to disclosure can inhibit the child's healing process, jeopardize the subsequent legal proceedings and expose the child to secondary traumatisation. This study explores the training needs of investigating officers of the South African Police Services with regard to interviewing young victims of sexual abuse. The rationale would be that if investigating officers were adequately trained in interviewing sexually abused children the trauma will be lessened for the child victim and their families. A qualitative study was conducted. Two groups of participants were used in the study: Investigating officers working for the SA Police Service and social workers working for various non-governmental organizations. Participants were purposefully selected. Data were produced by the use of questionnaires and interviews semi-structured. The interviews were analysed thematically. The seven themes that emerged from the data analysis were: reporting of sexual abuse, investigation of sexual abuse, knowledge of sexual abuse, practical skills, attitudes of investigating officers, children with disabilities and support for investigating officers. The data from the questionnaires were also analysed quantitatively. The findings from the study indicate that investigating officers need more in-depth and extensive training on how to interview sexually abused children.
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Emery, Tim. "Staff development through the colloquium process." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1992. https://ro.ecu.edu.au/theses/1132.
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This study examines the Colloquium which is a professional development process used in Catholic schools. The Colloquium was designed to help people employed in catholic schools renew their vision of care and service to students and to seek to reshape the curriculum to reflect Gospel values more clearly. This thesis was a research evaluation of the Colloquium process and aimed to exploreits effectiveness in te1ms of its impact on the teachers and their work in Catholic schools. The study is based on the theoretical domains of faith development, school improvement end staff development. The design of the study involved before and after questionnaires about the colloquium experience and unstructured interviews. The conclusion drawn from the qualitative data is that the Colloquium process influences the faith development or the individual as well as the staff collectively. It influences relationships and can lead to the building of a shared vision and an identification of common goals for the improvement of a school, its students and teachers. The content and the structure of the process as it was applied at the time of this study appeared to provide the conditions for a valuable programme of personal/faith/staff development for the staff of Catholic schools in Western Australia.
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Herholdt, Memorie. "An evaluation of a performance management system within a division of a large organisation in the public sector." Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/19601.
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Thesis (MA)--University of Stellenbosch, 2007.ENGLISH ABSTRACT: Today’s competitive and dynamic business world, solicits ever higher levels of performance and productivity. At the core of this drive to higher performance is the enhancement and managing of employees’ performance through a Performance Management system. Performance Management however, is a very complex, multi-dimensional and integrated system with a number of interacting critical prerequisites. Even in ideal circumstances, these fundamental elements would, in all likelihood, not all be satisfied during the initial phases of implementing a Performance Management system. The concern existed, on the basis of the abovementioned probabilities, that the Performance Management system of the Children and Families Division (CAF) of the Department of Health and Human Services (DHHS) of Tasmania, Australia, was not enjoying optimal operational effectiveness. The aim of this study was to identify those factors in the system that are underdeveloped, possibly unsuccessfully implemented or in need of attention as they impact negatively on the effective running of the CAF’s Performance Management system. A suitable tool for this diagnostic purpose already exists in the form of the Performance Management Audit Questionnaire (PMAQ), developed by Spangenberg and Theron (1997). Through administering and analysing the PMAQ results, the CAF could obtain a clear indication of the system’s current effectiveness and would be able to identify where the problem areas are in order to refine the system for greater operational effectiveness. The results successfully identified the underdeveloped or absent areas of the organisation’s current Performance Management system. The results further found a clear difference between managerial and non-managerial perceptions of the effectiveness of the Performance Management system. The implications of these findings are discussed in terms of proposed remedial actions that could be implemented to address the problem areas.
AFRIKAANSE OPSOMMING: ‘n Konstante strewe na steeds hoër vlakke van prestasie en produktiwiteit is aan die orde van die dag in die huidige hoogs kompeterende en dinamiese besigheidswêreld. Die verbetering en bestuur van werknemers se prestasie deur middel van ‘n Prestasiebestuurstelsel, blyk ‘n sleutel te bied tot hierdie strewe na hoër prestasie. Prestasiebestuur is egter ‘n hoogs komplekse, multidimensionele en geintegreerde stelsel met ‘n aantal interverwante kritieke vereistes. Selfs onder ideale omstandighede, sou dit onwaarskynlik wees dat al hierdie fundamentele elemente aangespreek sou kon word gedurende die anvanklike fases van die implementering van ‘n Prestasiebestuurstelsel. In die lig van die bogenoemde waarskynlikhede, het daar spesifiek twyfel geheers oor die mate waartoe die Prestasiebestuurselsel van die ‘Children and Families’ (CAF) afdeling van die ‘Department of Health and Human Services (DHHS) in Tasmanië, Australie, optimale operasionele effektiwiteit weerspieël. Die doel van hierdie studie was om die faktore binne die stelsel te identifiseer wat onderskeidelik onderontwikkeld, onsuksesvol geimplementeer, of aandag benodig het ten einde hulle negatiewe impak op die effektiewe bedryf van die CAF se Prestasiebestuurstelsel aan te spreek. ‘n Geskikte hulpmiddel vir so ‘n diagnostiese doelwit het reeds bestaan in die vorm van die Performance Management Audit Questionnaire (PMAQ) wat deur Spangenberg en Theron (1997) ontwikkel is. Deur middel van die administrasie van die PMAQ en die analise van die resultate, sou die CAF ‘n duidelike aanduiding kon verkry van die stelsel se effektiwiteit en sou hulle die probleemareas kon identifiseer ten einde die stelsel tot groter operasionele effektiwiteit te verfyn. Die resultate het die leemtes en onder-ontwikkelde areas binne die organisasie se huidige Presasiebestuurselsel suksesvol geidentifiseer. Die resultate het verder gedui op ‘n duidelike verskil tussen die persepsies van bestuurders en nie-bestuurders oor die effektiwiteit van die Prestasiebestuurstelsel. Die implikasies van hierdie bevindings word ten slotte bespreek in terme van die voorgestelde remediëringsaksies wat geimplementeer sou kon word om die probleemareas aan te spreek.
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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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Faulkner, Matthew. "The Induction Of Beginning Teachers In Western Australian Catholic Primary Schools." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1994. https://ro.ecu.edu.au/theses/1470.
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The survey study was primarily exploratory and descriptive in nature and attempted to report on the perceptions of beginning teachers entering the Catholic primary schools in Western Australia in 1991. Their perceptions on the form of induction they received, and how their pre-service teacher education equipped them for this transition were attained. In addition, data from Catholic primary school principals, Catholic Education Office of Western Australia administrators and teacher institutions administrators were collected in relation to perceptions of the transitions from teacher training to teacher employment. The main sources of data collection were questionnaires and interviews. The data collated indicated that most principals and administrators support the conclusions expressed in the literature that most graduates are satisfactorily prepared for the teaching role. However, this is only the start of an ongoing process of pre-service, induction and professional development. Few of the beginning teachers in the population were given any concessions in their initial months of teaching and few received an effective, ongoing induction plan to ease them into their teaching careers. The literature on induction is prescribed to support the importance of developing school based comprehensive induction plans for the beginning teachers who enter the workforce each year. Finally, based on the results of the survey study and literature, a framework of a model for induction was prescribed to assist in the development of a comprehensive, system based induction policy for Western Australian Catholic primary school.
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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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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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Wangkajornwuttisak, Amporn. "Senior executive service candidate development programs : a descriptive analysis of five federal agencies /." Diss., This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06062008-145016/.
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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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Edwards, Marlene. "The social organization of a secondhand clothing store : informal strategies and social interaction amongst volunteer workers." Title page, table of contents and abstract only, 1988. http://web4.library.adelaide.edu.au/theses/09PH/09phe2655.pdf.
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Muir, Kathie. "'Tough enough?' : constructions of femininity in news reporting of Jennie George, ACTU president 1995-2000 /." Title page, table of contents and abstract only, 2004. http://web4.library.adelaide.edu.au/theses/09PH/09phm9531.pdf.
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Goddard, Richard C. "Burnout in case managers working with unemployed individuals." Thesis, Queensland University of Technology, 2001. https://eprints.qut.edu.au/36644/1/36644_Digitised%20Thesis.pdf.
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This research program on burnout and work environment perceptions in personnel working directly with unemployed individuals in Australia is reported in three studies. Using a survey methodology and taking a quantitative approach, burnout was investigated using the Maslach Burnout Inventory (MBI; Maslach & Jackson, 1986) on two occasions, before and after the privatisation of Australia's employment services industry (Job Network). The most widely accepted survey instrument measuring burnout (Lee & Ashforth, 1996), the MBI defines this stress related syndrome in terms of three subscales, Emotional Exhaustion, Depersonalisation and Personal Accomplishment. Perceptions of the work environment experienced by employment service staff were concurrently surveyed using the Real form of the Work Environment Scale (Moos, 1994). Heeding advice of researchers from the job stress area (e.g., Mccrae, 1990), this program of research also concurrently investigated the personality trait Neuroticism, the disposition to perceive and report negative experiences.
In 1995, burnout in two groups of public sector personnel engaged in assisting individuals experiencing unemployment were compared. Staff employing a case management style of service delivery and staff engaging in an over-the-counter production-line style of service were surveyed and their responses on the MBI, the WES and the Neuroticism subscale of the revised short form edition of the Eysenck Personality Questionnare (EPQR/ s; Eysenck & Eysenck, 1991) compared. As hypothesised, case managers reported significantly higher burnout scores on all three subscales of the MBI, and perceptions of higher work pressure. The personality trait Neuroticism was found to account for significant variance in the burnout scores of the public sector respondents.
The second study was conducted in 1999 after the full privatisation of the Australian employment services industry. At this time (T1 ), burnout in case managers throughout Australia was investigated with a postal survey which sampled 86 case managers from 38 different private sector organisations providing case management services to the long-term unemployed. The same respondents were surveyed again after six months (T2}. Study 2 demonstrated that case manager burnout levels in the new Job Network were significant. The design also allowed for the prediction of future burnout (T2) from personality and work environment data collected at an earlier time (T1) to be correctly modelled. As hypothesised Neuroticism was a significant predictor of all three MBI subscales both at T1 and T2.
In what amounts to a comparison of public and private sector personnel, the third study compared the burnout levels and work environment perceptions of case managers surveyed in 1995 with the responses of case managers surveyed in 1999. Case managers from the public and private sector reported similar high levels of Emotional Exhaustion and Depersonalisation. Private sector case managers also reported significantly higher mean Personal Accomplishment scores, corresponding to a lower mean burnout level, and significantly higher levels of involvement and commitment to their work than public sector case managers.
The results of these studies addressed a significant gap in the burnout literature which had hitherto failed to report investigations into employment service personnel, and highlighted the importance of considering the personality trait of Neuroticism in future burnout research. Results were discussed in the contexts of the evaluation of the current Job Network and the process model of burnout (Leiter, 1993).
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"Training and skills development for senior municipal officials in the Johannesburg Metropolitan Municipality." Thesis, 2015. http://hdl.handle.net/10210/13567.
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M.A. (Public Management and Governance)Local government in South Africa faces many challenges. It is argued that these challenges could be addressed through training and skills development among senior municipal officials. This study set out to investigate the training and skills development challenges for senior municipal officials in the Johannesburg Metropolitan Municipality. The study further argued that training and skills development have the potential to direct thinking, activity and resources for the Johannesburg Metropolitan Municipality to achieve its strategic outcomes, especially the pressing issue of service delivery. This study found that despite a large financial budget being allocated to training and skills development in the Johannesburg Metropolitan Municipality, the budget is not adequately spent. The reason behind this, amongst others, rests on insufficient information regarding training opportunities, the relevant units not completing their training application requirements on time and the lack of capacity to inculcate a culture of lifelong learning. It has been found that the Johannesburg Metropolitan Municipality lacks the relevant planning and skills development initiatives for training and developing its senior managers. Investing in training and skills development would result in a cadre of senior managers who possess the relevant competencies to turn the Municipality into a world class African space. Finally, this study would prove beneficial to both policy-makers and the Department of Human Resource Development in the Johannesburg Metropolitan Municipality in that it could improve the skills development deficit.
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Dugdale, Paul. "Public management in the welfare state : managerialism and consumer advocacy in the 1980's." Master's thesis, 1992. http://hdl.handle.net/1885/110706.
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This thesis is about recent developments in the Australian
welfare state. The historical focus is on the Federal Labor
administration in Australia in the 1980s. It is concerned
with questions about the public administration in society
with regard to social welfare. This concern covers the
internal arrangements of the bureaucracy, its effect on
society through its actions, and its interactions with
society that influence its operation.
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Rabie, Anna-Louise. "Training and development of municipal personnel in South Africa." Thesis, 1985. http://hdl.handle.net/10413/9792.
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This doctoral thesis essentially investigates what is currently done
by South African municipalities with regard to the training and development
of their personnel. The study was necessitated by the fact that personnel
plays an important role in the viability of any local authority. Therefore,
the quality of manpower should be above suspicion. Moreover, with the
advent of the expected implications of the new constitutional dispensation
it is imperative that attention shall be focused timeously on the
training and development of the human resources available to local
government and administration. The need for training and development
also dominates the arena in view of the continued extention of government
activities and the concomitant creation of new State institutions.
Thus, the above reasoning serves as rationale for the background
description of the right of existence of local authorities. The term,
local authorities, is, therefore, viewed as a collective noun for all
institutions engaged in governing and administering community life on
the local level, be it municipalities, village boards, health committees
or institutions for the peri-urban areas. A discussion of municipal administration is also given as it justifies a review of the location thereof within the spectrum of public administration, given its distinctive environment and character.
Furthermore, an exposition of municipal personnel administration within
the context of municipal administration is imperative should one wish to
understand the delicate processes of provisioning, maintenance,
utilisation and above all, training and development of scarce manpower
resources. Coupled with the description of the components of municipal personnel administration, follows an explanation of the constituent parts of the activities, training and development. The study revealed that training
is a process of which the groundwork is done by a related field, called
education. Education starts at birth and continues ad infinitum.
Education also provides the preparation-for-life foundation, whereby
training continues as the preparation-for-work process. As a prerequisite
for both processes to be successful, is an intellectual process, called
learning. The will to learn then also prepares the individual with a
willingness to develop at the hand of various ways and means. Thereafter the need for and the objectives of training within the institution is acknowledged and a description is given of how to identify and describe these needs and objectives in order to meet the common objective of local authorities, viz. the improvement of the general well-being of the citizenry. A responsibility rests on the individual municipalities to provide, through training and development programmes, the opportunity for municipal officials and employees on all levels, to develop. It is to this end that municipalities should endeavour to provide suitable training and development facilities and to utilise it to its fullest extent. Whether the facilities utilised, refers to on-the-job - or off-the-job training, the methods should be applied only after its relevant advantages and disadvantages have been carefully weighed and if it meets the requirements of the specific circumstances of the municipality. The study proves that in South Africa, there is not necessarily a shortage of available municipal manpower, but that a question-mark could be placed after the quality thereof in terms of training and development. It is, therefore, recommended that, in an endeavour to promote training and development activities, the following aspects, inter alia, deserve consideration:
(a) the introduction at school level, of a course in environmental
or public studies; (b) the establishment of a school of municipal government and administration in the Core City of each region specified in
terms of the Regional Services Councils Act, 1985 (Act 109 of 1985);
(c) that municipalities should devise a unique approach to training and development methods; (d) that training sessions should provide for the individual needs of the participants; (e) the publication of an annual report by the Local Training Board giving a detailed exposition of the nature and extent of training individually and collectively undertaken by leading
South African municipalities; (f) the provision of specially designed and well-equipped technical training facilities; and (g) the establishment of resources centres or reading rooms to put periodicals, journals and relevant newspaper articles at the disposal of all the municipal employees.Thesis (Ph.D.)-University of Durban-Westville, 1985.
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Steenkamp, Petrus Leonard. "Ontwikkelingsentrums in organisasieverband : `n instaatstellingsisteem." Thesis, 2012. http://hdl.handle.net/10210/7199.
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M.Phil.A shortcoming which was identified in the developmental system of career officers in the South African National Defence Force (SANDF) is the basis on which this study was executed. The SANDF expects career officers to comply with all the. Demands and criteria of being an officer as described in Project KINGSROW ("Report on the training and development of permanent force officers", 1987). The demands of being an officer are described under five headings viz. "personal dimension, management skills, communication abilities/skills, military knowledge or background and environmental knowledge" in Section 3 of Project KINGSROW. Only the above four categories are addressed by the formal developmental system of officers. The development of the personal dimension of career officers is not addressed in the formal developmental programme(s). In spite of the omission of the development of the personal dimension in formal programmes, the attributes that constitute this dimension are used as some of the selection criteria when evaluating officers for promotion. This study is aimed at meeting the need in the development of "the personal dimension", with specific reference to the coping skills or personal skills or competencies which function as the building blocks thereof. This can be achieved through the design of development centre(s) as an enabling system within the SANDF. Before any design of evelopmental centres can be undertaken, the categories of the personal dimension, or competencies, which require development need to be identified. The identification of competencies and development thereof, cannot be isolated from effective role behaviour of career officers within the SANDF and include the following organization specific categories of competencies : managerial, intra-personal, interpersonal, contextual mobility, cognitive mobility, leadership, professionalism, process orientation, values orientation, organization climate orientation and an academic development. Within the framework of a qualitative research approach, a constructivist-interpretivist research strategy was designed for this study. The first phase of the strategy includes the description of personal skills/abilities by means of the concept effective maturity and within the framework of the "psychology of personal constructs" (Kelly, 1963). Against this background, a systemic analyses of the SANDF is undertaken by means of the application of "Living System Theory" (Miller, 1978). The "Repertory Grid' technique was utilized as the gathering technique during structured interviews with selected participants. The result of this technique is the deliverance of the effectivity paradigm of participants with reference to their personal competencies which are deemed to be important for effective role fulfillment. These competencies/skills now form the focus areas of development centres as an enabling system in the organisational context of the SANDF, thereby filling the shortcomings in the developmental system for officers in the SANDF.
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Jenkins, Sarah Anne. "Reimagining career in the Australian Public Service : take it or leave it?" Phd thesis, 2000. http://hdl.handle.net/1885/148120.
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Ingersoll, Louise, University of Western Sydney, College of Business, and School of Management. "Cashing-in or selling-out? : Management strategy in the implementation of traineeships in the retail industry." 2006. http://handle.uws.edu.au:8081/1959.7/12774.
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Since the mid 1980s, the Australian VET system has experienced significant reforms in terms of policies and regulatory frameworks, resulting in a system characterised by demand-side requirements that seek to cater to the needs of industry and employers. These reforms were instigated by a perceived change in Australia’s international competitiveness and an overall lack of flexibility that hindered productivity and technological advancements. This thesis draws upon research into the changes in VET policy and the implications for management strategy within the retail industry. It discusses the key elements of the contemporary VET system and outlines the nature and introduction of the National Training Package in Retail. Evidence from case study research into three large Australian retail organisations is presented as a means of contrasting employer experiences in the implementation of retail traineeships. The case studies highlight the different ways the same structural system can be adapted and utilised across different organisations with various degrees of success. In analysing the changes in VET policy and the implications for management strategy in the retail industry it is evident that the outcomes of implementing traineeships will be reliant on the strategic choices made by the employers.Master of Commerce (Hons)
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Day, Carla Lynelle. "The role of values in employee decision making in the Australian Department of Defence." Phd thesis, 2006. http://hdl.handle.net/1885/151194.
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Smit, Phillip Lodewyk. "Die effek van die inleiding tot die A-kursus op die tegnologiese probleemoplossingstyl van voornemende Telkomwerkers : 'n studie in tegnologie-onderwys." Thesis, 2012. http://hdl.handle.net/10210/6969.
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M.Ed.It is of outmost importance that technical officers in Telkom are effective technological problem solvers. All prospective technical officers in Telkom are subjected to a selection process before starting with technical officer's training. The selecting process consists of two stages, namely: (1) the Senior Aptitude Test (SAT), and (2) the Introduction to the A-course. The problem statement of this study is: No scientific investigation is done on the effect of the Introduction to the A-course on the technological problem-solving style of prospective technical officers. The aim of this study is to determine the effect of the Introduction to A-course on the technological problem-solving style of prospective technical officers, when measured with the PSI-TECH inventory. The PSI-TECH inventory (technological problem-solving in-ventory) is used as a pre-test and a post-test to measure the technological problem-solving styles of 119 prospective technical officers in Telkom. The Introduction to the A-course (independent variable) serves as the treatment. In the process of measuring technological problem-solving style, differentiation occurs between effective and ineffective technological problem solvers. The PSI-TECH inventory performed very well in terms of reliability and validity in this study. Two conclusions were drawn from this case study, namely: (1) the Introduction to the A-course does not contribute towards the technological problem-solving styles of prospective technical officers and, (2) the PSI-TECH inventory can serve as a discriminator to determine who are effective and ineffective technological problem-solvers.
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Arnold, Lisa. "The devolution revolution : the effect of human resource management reform in the Australian Public Service." Phd thesis, 2009. http://hdl.handle.net/1885/149594.
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Harmse, Gert Jacobus. "`n Integrale geletterdheids-ontwikkelingsprogram vir hulpvlakpersoneel in Telkom." Thesis, 2012. http://hdl.handle.net/10210/7479.
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Sjögren, Tuulikki. "Effect of a workplace physical exercise intervention on the functioning, work ability, and subjective well-being of office workers a cluster randomized controlled cross-over trial with a one-year follow-up in the workplace /." 2006. http://www.oregonpdf.org.
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Thesis ([Ph. D.])--University of Jyväskylä, 2006.Originally issued in series: Studies in sport, physical education and health ; 118 Includes bibliographical references (leaves 81-91). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.