Dissertations / Theses: 'Civil service Korea (South) Management'

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Jeon, Jiyeon. "Examining How Wi-Fi Affects Customers Loyalty at Different Restaurants: An Examination from South Korea." FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/2218.

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The main research objective of this study was to determine whether Wi-Fi affects customer's loyalty and how its impact differs depending on the type of restaurants: coffee shops, fast food restaurants, and casual dining restaurants. For the study I designed a primary field survey to collect data and performed multiple linear regression analysis to test the study hypotheses. Findings show that Wi-Fi service factors turned out to be significant for all types of restaurants for both attitudinal and behavioral loyalty. Wi-Fi service factors were more important for coffee shop loyalty than fast-food restaurants or casual dining restaurants. However, not all of the Wi-Fi usage factors were significant consistently. Furthermore, Wi-Fi service factors were much more important for coffee shop loyalty than fast food restaurants or casual dining restaurants. Findings are expected to assist hospitality marketers to utilize Wi-Fi service as a point of service towards their customers.

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Mlindazwe, Thozama. "Guidelines for the development of an induction programme for the Education Management Development Centre, Metropole South District." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/4210.

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Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: South African government employees are under extreme pressure to deliver quality and effective service to the public. They are also under extreme pressure to develop leadership and skills and to set high standards for quality service delivery. The Government therefore has a duty to ensure that employees are well equipped to render services needed by the public. The Department of Education is under scrutiny and pressure to address the skills shortage in the country and such skills must be of a globally acceptable standard. It is therefore most essential that new employees of the Department of Education at district level be well aware of the Department’s vision and mission and what the Department of Education stands for. The new employee needs to be well aware of the micro, macro and meso objectives of the Department. Employees at the district level of the Department of Education are there to provide guidance, governance and leadership to the leadership in the schools. This is a huge responsibility that needs employees who are aware of the Department of Education. By induction, the new employee can be made fully aware of what the organisation stands for. Through induction, the objectives, vision, mission, challenges, strengths and culture of the organisation can be transferred and emphasised. What the organisation believes and its objectives must be transferred by means of communication from the starting phase of the employee’s entry. This makes induction one of the important aspects of organisational development. It is important for each new employee in the South African public sector to be exposed to a sound induction programme. This research was undertaken with the aim of providing guidelines for the development of the induction programme of the Education Management Development Centre (EMDC) South. Data for emperical study was collected by means of focus groups discussions unstructured interviews and case study
AFRIKAANSE OPSOMMING: Werknemers van die Suid-Afrikaanse regering is onder geweldige druk om kwaliteit en effektiewe diens aan die publiek te lewer. Hulle is ook onder geweldige druk om leierskap en vaardighede te ontwikkel en om ‘n hoë standaard vir kwaliteit dienslewering daar te stel. Die Suid-Afrikaanse regering het dus ‘n plig teenoor sy werknemers om te verseker dat hulle goed toegerus is om die nodige dienste aan die publiek te lewer. Die Onderwysdepartement is ook onder die vergrootglas en onder druk om die vaardigheidstekort in die land aan te spreek en op ‘n manier wat voldoen aan globale aanvaarbare standaarde. Dit is daarom baie belangrik dat nuwe werknemers op die distriksvlak van die Onderwys Departement bewus moet wees van sy visie en missie, en wat die Onderwys Departement se stand van sake is met betrekking tot die bogenoemde kwessie. Die nuwe werknemers moet bewus wees van die mikro, makro en meso doelwitte van die Departement. Werknemers op distriksvlak van die Onderwys is daar om leiding, beheer en ondersteuning te bied aan die leierskap van die skole. Hierdie is ‘n baie groot verantwoordelikheid wat ‘n werknemer benodig bewus is van die operationele prosedures van die Onderwys Departement. Dit is deur induksie dat die nuwe werknemer ten volle bewus gemaak kan word van waarvoor die organisasie staan. Dit is deur induksie dat die doelwitte, visie, missie, uitdagings, sterk punte en kultuur van die organisasie oorgedra en beklemtoon kan word. Dit waarin die organisasie glo en sy doelwitte moet deur middel van kommunikasie vanaf die intree fase aan die werknemer in die organisasie oorgedra word. Induksie is daarom een van die belangrike aspekte van organisasie-ontwikkeling. Dit is belangrik dat elke nuwe werknemer in ons Suid-Afrikaanse publieke sektor aan ‘n goeie induksieprogram blootgestel word. Hierdie navorsing beoog om riglyne te gee vir die ontwikkeling van die induksieprogram vir die OBOS Suid. Die data vir die emperiese studie was ingesamel deur middel van fokusgroep besprekings, ongestruktureerde onderhoude en ‘n gevallestudie.

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Dlamini, Lomkhosi. "The management of HIV/AIDS in the South African Public Service challenges and best practices for the Department of Public Enterprises /." Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-05082007-134154.

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Krexe, Owethu Mziwabantu. "Evaluating the effectiveness of talent management strategies in rural municipalities in the Eastern Cape." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/3215.

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South Africa has three spheres of government, of which all are battling with the delivery of services to the population due to a number of challenges (Koketso and Rust, 2012). The local sphere of government was established in 1996 by the constitution of South Africa, for promoting social and economic development at municipal-based jurisdictions (Valeta and Walton, 2008). Pillay, Subban and Qwabe (2008) state that the South African public service lacks the skills required to perform their duties effectively and this is a key restraint. To emphasise this lack of skills, in an earlier study Meyer and Babb (2005) stated that management in the public sector is faced with a challenge of attracting employees with suitable skills for the job. Therefore, talent management has been identified as one of the strategies rural municipalities can use to improve performance. For this study, talent management is defined as a strategic process of attracting, recruiting, developing and retaining individuals who have the capability to make a significant difference to the current and future performance of the institution. The primary objective of the study was to evaluate the effectiveness of current talent management strategies used by rural municipalities and to provide these municipalities with a talent management model that can be of benefit to these institutions. This study analysed whether rural municipalities have talent management strategies and how effective those strategies were, by evaluating their current ways of attracting, developing and retaining their talent. A structured questionnaire was used as the measuring instrument. The study concluded by providing a talent model that could be used by rural municipalities.

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Kgomokaboya, Ngoako Charles. "An evaluation of the transformation process within the South African Police Services in the Capricorn District Municipality." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/493.

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Sizani, Lulama Viwe. "An assessment of grievance investigations by the public service commission in South Africa." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2422.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016.
This study assessed the role of the Public Service Commission (PSC) in the public service grievance investigations in South Africa, with the intention of finding a feasible approach for constructing and attending to fair and just grievance procedure. This study also sought to investigate the effectiveness of the methods used by the PSC employee grievances with the intention of recommending an appropriate approach in dealing with grievances. The PSC, as a Constitutional oversight body, may be charged with responsibilities to assess if the public service deals with grievances of employees, but fail to assess itself. It is studies like this that mirror how the PSC assesses employee grievances in the public service and whether it succeeds in advancing effectively and effective on that.

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Vink, Bazil Rainer. "The benefits and critical importance of diversity management in the National Department of Public Works." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/21984.

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Thesis (MBA)--Stellenbosch University, 2008.
ENGLISH ABSTRACT: This thesis extends research on the benefits and critical importance of diversity and proper diversity management in South African government departments, and was built on the premise that this research can provide benefits in assisting this government departments to make improvements in their diversity management and to harness the benefits of diversity. Participants in the study were the employees from the National Department Public Work's Cape Town Regional Office. The study also looks at diversity management studies conducted in Australia, Malaysia and Canada. The study involves an in-depth analysis of the literature on diversity management, which resulted in an untangling of the complexity of the subject .
AFRIKAANSE OPSOMMING: Die doel van hierdie werkstuk is om die voordele en kritiese belang van die bestuur van diverse werkgroepe binne die Suid Afrikaanse staatsdepartemente te ondersoek. Nieteenstaande die moontlike slaggate, moet die voordele van 'n diverse werksgroep en die belangrikheid om sodanige personeel effektief te bestuur nie deur werkgewers onderskat word nie. Die werknemers van die Nasionale Department Publieke Werke, Kaapstad gaan deel neern in die studie. Die studie sluit in persoonlike onderhoude. Die studie ondersoek ook bevindinge oor die bestuur van diversiteit in Australia, Malaysia en Kanada, Dit sluit ook in diepte ondersoek van literuur aangaande diverse bestuur.

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Matibane, Luvuyo P. "Improving service delivery through partnerships between local government, civil society and the private sector : a case study of Imizamo Yethu." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5253.

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Thesis (MA (Public and Development Management))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: Developmental local government places emphasis on the importance of partnerships between local government and various stakeholders such as community-based organisations, non-governmental organisations and private sector organisations delivering services to communities. The focus of this thesis is on a service delivery improvement plan for Imizamo Yethu in Hout Bay, Cape Town, a poor Black informal settlement alongside a well-established and affluent White suburb. There is severe lack of service delivery in that community and the study has sought to suggest a solution that would address the appalling situation in which the people of Imizamo Yethu live. It seeks to respond to the question: How can partnerships between civil society organisations, local government and the private sector improve service delivery in Imizamo Yethu? The main research objectives were to determine how local government, business and civil society organisations can deliver services; to establish whether there were any partnerships between local government, civil society and the private sector in Imizamo Yethu; to describe the activities of role players in Imizamo Yethu; to identify areas that require partnership between these role players; to generate information for future research that will enable the community of Imizamo Yethu to address their problems; and to make recommendations on how service provision could be improved by establishing partnerships between local government, civil society and the private sector. Service provision is a complex exercise that needs different skills and strategies. Local government alone cannot win the battle of service delivery. What is needed is the collaboration of different role players using their different and unique capabilities. Partnerships between local government, civil society organisations and the private sector can be an effective alternative model of service provision. The study therefore focuses on improving partnerships between local government, civil society and business in Imizamo Yethu. While many civil society organisations, business organisations and local government departments are involved in service delivery and development in Imizamo Yethu, these organisations operate in isolation from each other. This makes it virtually impossible for them to make a dent in service delivery challenges. Through partnerships, local government, civil society and the private sector could wszssork together to mitigate the situation in the particular community. Forums by means of which local government, civil society organisations and business can work together should therefore be formed. Such forums could assist in terms of devising a strategy to provide services, and disseminate information. The study examines the level of service delivery and partnerships in Imizamo Yethu. It was found that there is both lack of service delivery and lack of partnership between the local government, which is the City of Cape Town, civil society and the private sector. It is recommended that community service delivery be established, with dissemination of information by the City of Cape Town by means of a communication strategy aimed at informing the community about such service delivery.
AFRIKAANSE OPSOMMING: Ontwikkelingsgerigte plaaslike regering beklemtoon die belangrikheid van vennootskappe tussen die plaaslike owerheid en verskillende belanghebbers soos gemeenskapsgebaseerde organisasies, nie-regeringsorganisasies en organisasies in die private sektor wat dienste aan gemeenskappe lewer met die oog op ontwikkeling. Die tesis fokus op ‘n verbeterde diensleweringsplan vir Imizamo Yethu te Houtbaai, Kaapstad, ’n arm, informele Swart nedersetting aangrensend aan ‘n goed gevestigde en welgestelde wit voorstad. Die gemeenskap ondervind ’n ernstige gebrek aan dienslewering en die studie het gepoog om ’n oplossing aan die hand te doen om die haglike omstandighede waarin die inwoners van Imizamo Yethu bestaan, aan te spreek. Dit het probeer om die vraag met betrekking tot hoe vennootskappe tussen organisasies van die burgerlike samelewing, die regering en die private sektor dienslewering aan Imizamo Yethu kan verbeter. Die hoof navorsingsdoelwitte was om vas te stel hoe plaaslike regering en organisasies binne die sakelewe en burgerlike samelewing dienste kan lewer; om vas te stel of daar enige vennootskappe tussen die plaaslike owerheid, die burgerlike samelewing en die private sektor in Imizamo Yethu bestaan; om die aktiwiteite van rolspelers in Imizamo Yethu te beskrywe; om areas waarbinne ’n vennootskap tussen sodanige rolspelers benodig word, te identifiseer; om inligting vir toekomstige navorsing wat die gemeenskap in Imizamo Yethu in staat sal stel om hul probleme aan te spreek, te genereer; en om voorstelle aan die hand te doen oor hoe dienslewering deur die daarstelling van vennootskappe tussen die plaaslike bestuur, die burgerlike samelewing en die private sektor verbeter kan word. Die lewering van dienste is ‘n ingewikkelde oefening wat verskillende vaardighede en strategieë verg. Die regering is nie in staat om die stryd om dienste te lewer, op sy eie te stry nie. Wat vereis word, is samewerking van die kant van verskillende rolspelers wat hul onderskeie en unieke vermoëns inspan. Vennootskappe tussen die plaaslike owerheid, organisasies binne die burgerlike samelewing en die private sektor kan ’n effektiewe alternatiewe model vir dienslewering wees. Die studie is dus ook gerig op die verbetering van vennootskappe tussen die plaaslike owerheid, die burgerlike samelewing en die sakelewe in Imizamo Yethu. Terwyl vele organisasies binne die burgerlike samelewing en sakelewe en plaaslike regeringsdepartemente reeds by dienslewering en ontwikkeling in Imizamo Yethu betrokke is, tree hierdie organisasies afsonderlik op. Hul geïsoleerdheid maak dit haas onmoontlik om die uitdagings verbonde aan dienslewering die hoof te bied. Vennootskap tussen die plaaslike owerheid, die burgerlike samelewing en die private sektor kan egter samewerking bewerkstellig om omstandighede binne die besondere gemeenskap te verlig. Forums waarbinne samewerking tussen die plaaslike owerheid, die burgerlike gemeenskap en die sakelewe moontlik is, behoort dus geskep te word. Sulke forums kan die ontwikkeling van ’n strategie vir dienslewering en die verspreiding van inligting aanhelp. Die studie het die vlak van dienslewering en vennootskap in Imizamo Yethu ondersoek. ’n Gebrek aan dienslewering sowel as aan vennootskap tussen die plaaslike owerheid, naamlik die Stad Kaapstad, die burgerlike samelewing en die private sektor is gevind. Die voorstel is dat die Stad Kaapstad dienslewering aan die gemeenskap instel, tesame met ‘n inligtingstrategie wat daarop gemik is om die gemeenskap oor sodanige dienslewering in te lig.

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Asiedu, Benjamin. "An evaluation of effective customer care management at Buffalo city municipality: a case study." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/7947.

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In 1994, the new democratic South African government realised the magnitude of its service delivery problem and the urgency with which it needed to solve it. Emphasis was placed on better life for all. The local government, with regard to ensuring better life all, has since adopted the Batho-Pele principles and incorporated them into customer care to deliver a better life for all. However, recent service delivery reports in the Daily Dispatch and its sister publication Go & Express as well as service delivery protests across the country (including BCM) indicate all is not well. Many hypothesises have been raised as to why municipalities continue to under-perform. However, beyond these hypothesises is customer care management, and its constituents of customer service, complaint management and call centre activities. Customer care in the public sector has long been seen as the work of front-line staff. Others believe it is irrelevant in the public service due to the non-competitive nature of public service. Batho-Pele principles, since its inception in the public sector in South Africa, have been drummed up to put people first. Weary citizens see it differently and this has not escaped Buffalo City Municipality (BCM). BCM, one of the pioneers in the South African local government to have initiated customer care, admits there is institutional inefficiency. The primary objective of this study is to evaluate the effectiveness of customer care management at BCM. In doing so; the study has narrowed the study to: describing the practice of customer care and customer care management in the public sector ( BCM included), establishing the components that constitute an integrated customer care management programme at BCM, investigating and describing the conceptual understanding of customer care and customer care management at BCM, and exploring and describing the role vision and values statements play in rendering a successful customer care programme at local government level with BCM as the focal point.

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Mbanjwa, Sibonelo Glenton. "The implementation of a performance management system in the Northern Cape Department of Environment and Nature Conservation." Thesis, Rhodes University, 2011. http://hdl.handle.net/10962/d1003869.

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This document consists of three sections, and they are the academic paper (section 1), literature review (section 2) and research methodology (section 3). The academic paper consists of the purpose of the research, the summarised literature review, summarised research methodology and the research findings. The literature review section is a detailed review of literature used in this study. The research methodology section explains the research methodology and design which was employed in this study and it gives more details than the summarised version of the academic paper section. This summary integrated all the elements of section 1, section 2 and section 3. The purpose of this research is to identify the main problems that the Department of Environment and Nature Conservation (DENC) could encounter during the implementation and use of a performance management system, based on employee perspectives. The objectives of this research are therefore: to establish how often a particular problem has been encountered during the implementation and use of a performance management system in DENC; to identify the impact of various problems on the implementation of a performance management system, to establish whether these problems can be easily solved or not, and to analyse the problems associated with the implementation of a performance management system, as well as making recommendations for the successful implementation of a performance management system in the future. In this study, the researcher employed both quantitative and qualitative research approaches, informed by post-positivism as research orientation. The data collection techniques employed in this research include survey questionnaires and individual interviews. The survey questionnaire was answered by fifty respondents, and interview questions were answered by four respondents. The ethical issues were addressed by writing a letter to the Head of Department and getting authorisation to complete the research and informing respondents of their right to withdraw and to participate voluntarily. The findings indicate that the problems are either sometimes encountered or rarely encountered, and the division is about fifty percent of those sometimes encountered to those rarely encountered. This research indicates that most of the problems have a moderate impact on the use and implementation of a performance management system. The lack of management has a high impact, and a lack of positive attitude to performance management system (PMS) certainly has an impact on the use and implementation of the performance management system. Items such as the problem of information and communication technology (ICT) which does not support PMS adequately, and defining too many key performance indicators (KPI), have a small impact on the use and implementation of the performance management system. There are three problems which are difficult to solve and they are: lack of management commitment, organisational members‟ lack of positive attitude to the PMS and an insufficient period of commitment from management to PMS. This research indicates that most of the problems associated with PMS are moderately easy to solve. Two other problems that are easy to solve include the problem where there are too many KPIs defined and the problem where there is no organisational member appointed to take ownership of the PMS. According to this research, the top ten ranking problems have high ranking scores and this indicates that they can create major difficulties for the DENC in implementing the performance management system, and the chance of encountering these problems is high in the DENC in comparison to other problems. Almost all the problems ranked in the top ten seem to score highly in terms of the severity of their impact, and therefore this means that these are the problems which have an impact and, when they are not easily solved, they can become a tenacious issue for the organisation.

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Nombakuse, Ntombikayise Ethel. "Managing diversity in the amalgamated City of Tygerberg : an evaluation." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/49390.

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Thesis (MPA)--Stellenbosch University, 2001.
ENGLISH ABSTRACT: This research assignment is intended to evaluate the current strategies employed by the City of Tygerberg to manage diversity and its related aspects namely change management, organisational development and organisational culture and thus to identify possible shortcomings in the current strategies employed by the City of Tygerberg and make possible suggestions for improvement. Considering its aim, boundaries have been defined in the research assignment by identifying four areas of concern to be addressed namely diversity management, change management, organisational development and organisational culture. The review of the theoretical perspectives of diversity management, change management, organisational development and organisational culture within the organisational context is also intended to review theory on the identified areas of concern with the aim of creating understanding by the City of Tygerberg for the challenges presented by diversity. The historical background of the organisation in question, the City of Tygerberg, is discussed as well as its vision and envisaged future, with the aim of establishing the corresponding mission and goals to be achieved by the organisation. The relevant legislation which refers to the importance of diversity management and the organisational policies in place addressing the various aspects related to diversity are also reviewed. In order to collect data the researcher designed a self-administered questionnaire which was distributed to the various members of the target group namely the Chief Executive Officer, Manager Human Resources, Manager Training and Development and the Director of Administration. The findings of the research process are then used to make possible suggestions and recommendations for addressing the identified possible shortcomings, with the intention of strengthening the existing methods employed the City of Tygerberg.
AFRIKAANSE OPSOMMING: Die doel met hierdie navorsingsprojek is evaluering van die bestaande strategiee toegepas deur die Stad Tygerberg vir diversiteitsbestuur en verwante aspekte soos die bestuur van verandering, organisasie-ontwikkeling en organisasiekultuur om sodoende moontlike tekortkominge in die bestaande strategiee te identifiseer en moontlike voorstelle vir verbetering te maak. In aansluiting by die doel is daar ter afbakening vier relevante terreine vir ondersoek geidentifiseer, te wete, diversiteitsbestuur, veranderingsbestuur, organisasie-ontwikkeling en organisasiekultuur. Die oorsigtelike beskouing van die teoretiese perspektiewe rakende diversiteitsbestuur, veranderingsbestuur, organisasie-ontwikkeling en organisasiekultuur binne die organisatoriese konteks is ook gerig op teoriehersiening betreffende die geidentifiseerde terreine ter wille van begripskepping by die Stad Tygerberg vir uitdagings gesteI deur diversiteit. Die historiese agtergrond van die ter sprake organisasie, die Stad Tygerberg, word bespreek, asook sy visie en beoogde toekoms, met die oog op daarstelling van 'n verbandhoudende missie en doelwitte vir verwesenliking deur die organisasie. Die relevante wetgewing met betrekking tot die belangrikheid van diversiteitsbestuur en die organisatoriese beleide van toepassing op die verskillende verwante aspekte van diversiteit word ook in oënskou geneem. Met die oog op data-insameling het die navorser 'n vraaglys ontwerp wat versprei is na verskillende lede van die teikengroep, naamlik, die Hoofuitvoerende Beampte, die Hoof Menslike Hulpbronne, die Hoof Opleiding en Ontwikkeling en die Direkteur Administrasie. Die bevindings van die navorsingsproses is gebruik om moontlike voorstelle en aanbevelings vir aanspreking van die geidentifiseerde moontlike tekortkominge te maak, met die oog op verstewiging van die bestaande metodes toegepas deur die Stad Tygerberg.

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Mlotshwa, Sibongile G. "The impact of organisational structures on service delivery : a case study of the uMgungundlovu District Municipality." Thesis, Link to the online version, 2007. http://hdl.handle.net/10019/1121.

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Keita, Hawa. "Furthering new public management principles through financial reforms in post-1999 South Africa." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/95822.

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Thesis (MPA)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: The purpose of this research is to describe how the reform of public finance undertaken in South Africa since 1999 has furthered the principles of new public management (NPM). The first part of the research outlines the history of public sector reform in South Africa in general, with particular emphasis on public finance. It also discusses how reform was initiated and supplemented by the principles of new public management with the adoption of the Public Finance Management Act, No. 1 of 1999 (PFMA, 1999). This is followed by a deep analysis and detailed discussion of key indicators and the mode of their collection. The final phase consists of a description of how new public management principles have impacted public finance management since 1999. The study concludes with recommendations for further research and for practice and policy. The results tend to show how some principles of NPM have furthered public finance reform in some areas while others are still lacking. However the lack of sufficient data results in gaps in the findings: this lack of data makes it difficult to portray a clear picture of the extent to which principles of NPM have been fully implemented. Thus one of the recommendations is that certain indicators should be investigated further to understand the phenomenon better; it is probable that in a few years sufficient data will be available to allow for trend assessments.
AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing is om te beskryf hoe hervorming van openbare finansies sedert 1999 in Suid Afrika onderneem is ten einde die beginsels van ‘nuwe openbare bestuur’ te bevorder. Die eerste gedeelte van die navorsing fokus op die Suid-Afrikaanse openbare sektor hervorming geskiedenis in die algemeen, met spesifieke fokus op openbare finansies. Dit beskryf hoe die Openbare Finansiële Bestuurswet, No 1 van 1999 (PMFA, 1999) hervorming en die beginsels van ‘nuwe openbare bestuur’ bevorder het. Dit word gevolg deur ‘n diep en deeglike bespreking van kern indikatore en die wyse waarop data versamel is. Die finale fase behels ‘n beskrywing van die bedra van openbare finansiële bestuur hervorming sedert 1999 tot die bevordering van ‘nuwe openbare bestuur’ beginsels. Die studie sluit af met aanbevelings vir praktyk en beleid asook verdere navorsing. Die resultate toon dat sommige van die beginsels van ‘nuwe openbare bestuur’ bevorder is deur openbare finansiële hervorming, terwyl ander steeds agterweë bly. ‘n Tekort aan genoemsame data lei egter tot leemtes in die bevindinge: die tekort aan data maak dit moeilik om ‘n duidelike prentjie te vorm oor die mate waartoe die beginsels van ‘nuwe openbare bestuur’ ten volle geïmplementeer is. Een van die kern aanbevelings is dus dat spesifieke indikatore verder ondersoek moet word om die verskynsel beter te verstaan; dit is waarskynlik dat genoegsame data in die toekoms koers berekenings moontlik sal maak wat verdere begrip sal bevorder.

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Mnculwane, Vikinduku Victor. "An assessment of the implementation of the Service Delivery Improvement Policy in the Department of Arts, Culture and Tourism in KZN." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/1687.

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Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2009.
As an attempt to usher in a paradigm shift in the way public services are rendered in the new dispensation, Section 195 of the Constitution of the Republic of South Africa, Act No. 108 0f 1996, envisages a Public Administration governed by specific values and principles intended to act as a guide in government‟s endeavours of seeking to provide services impartially, fairly and without bias. According to the supreme law of the country, this could be achieved among other things by responding adequately to the needs of the people and further entrenching the participation of the citizenry in the policy processes of government; thus deepening good governance. Part of the challenge that faces the realization of what the Constitution envisages centres largely around the transformation of public servants sothat they begin to deliver services in a way that puts the citizen first. To this extent government has already responded with a very ambitious Batho Pele program, the implementation of which is intended to effect a turn around in the Public Administration status quo bequeathed by the past, so that it is deliberately focused on the needs of the client. The current section of the thesis is an introduction to the entire work aimed at assessing the levels of implementation of the Service Delivery Improvement Policy of Provincial Government within the Department of Arts Culture and Tourism in KZN.

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Ntlonze, Chapman Mphuthumi. "Project management training for community development." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52418.

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Thesis (MPA)--Stellenbosch University, 2001.
ENGLISH ABSTRACT: The Government of South Africa introduced the Reconstruction and Development Programme (RDP) as a means of addressing the sub-standard, living conditions many underprivileged and disadvantaged societies were experiencing in the country. That gave community development impetus. The RDP, as a government policy, presupposed that public institutions would be responsible for its implementation. That implied that public officials, inter alia, would have to facilitate community development. This change agent status of public officials also implied that they would have, out of necessity and demand, to acquire or to demonstrate knowledge of project and community development management skills. Management sciences argue that an organisations' effectiveness is, amongst other, the result of interplay between the internal capacity (inputs), outputs (production) and outcomes (impacts). Internal capacity includes, among others, the training of personnel for the achievement of goals. This study, as stated in the research question, seeks to explain the relationship between project management training and effective community development. It seeks to establish whether there are a significant number of public officials who are trained in project management for community development. The study focuses on the Province of the Eastern Cape, especially the Department of Sport, Recreation, Arts and Culture, with special reference to cultural officers. The study further presents the Willowvale Case Study to demonstrate in a practical way the relevance of project management skills to the implementation of community development programmes. This case study also serves as base to launch arguments in favour of trained public officials. The research results suggest that public officials, especially cultural officers, lack project management skills. These findings presuppose that the implementation of some community development projects may be flawed, delayed or postponed. The study recommends that the Province of the Eastern Cape consider setting up an interdepartmental body for the purpose of establishing an integrated project and community development training policy, in consultation with relevant tertiary institutions for support and advice.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse regering het die Heropbou- en Ontwikkelingsprogram (HOP) ingestel as instrument om die substandaard lewensomstandighede wat verskeie minderbevoorregte en agtergestelde gemeenskappe in die land ervaar, aan te spreek. Die HOP, as regeringsbeleid veronderstel dat openbare instellings verantwoordelik is vir die implementering daarvan. Dit impliseer dat openbare amptenare, onder andere, gemeenskapsontwikkeling moet fasiliteer. Hierdie veranderingsagent status van openbare amptenare impliseer dat hulle as 'n noodsaaklikheid vaardighede in projekbestuur en gemeenskapsontwikkeling moet bekom of oor beskik. In die bestuurswetenskappe word geargumenteer dat organisatoriese effektiwiteit onder andere die resultaat is van 'n verwantskap tussen interne kapasiteit, uitsette en uitkomste. Interne kapasiteit fokus onder andere weer op opleiding vir die bereiking van doelwitte. Hierdie studie poog om die verhouding tussen projekbestuursopleiding en effektiewe gemeenskapsontwikkeling te verklaar. Die studie probeer bepaal of 'n saakmakende hoeveelheid openbare amptenare opgelei is in projekbestuur vir gemeenskapsontwikkeling. Die studie fokus op die Provinsie van die Oos-Kaap, spesifiek die Department van Sport, Ontspanning, Kuns en Kultuur, met spesiale verwysing na kultuurbeamptes. 'n Gevalstudie van die Willowvale gemeenskap demonstreer op 'n praktiese wyse die relevansie van projekbestuursvaardighede vir die implimentering van gemeenskapsontwikkelingprogramme. Die gevalstudie verskaf ook 'n basis vir argumente ten gunste van opgeleide openbare amptenare. Die resultate van die studie suggereer dat openbare amptenare, veral kultuurbeamptes projekbestuursvaardighede kortkom. Hierdie bevindinge dui daarop dat die implementering van sekere gemeenskapsontwikkelingsprojekte beperkinge het, vertraag word en selfs gestaak kan word. Die studie beveel aan dat die Provinsie van die Oos-Kaap dit oorweeg om 'n interdepartementele liggaam te vestig. Die doel hiervan moet wees om 'n geïntegreerde Projek- en Gemeenskapsontwikkeling Opleidingsbeleid in konsultasie met relevante tersiêre instellings in te stel.

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Matjie, Mokgata Alleen. "The relationship between transformational leadership, emotional competence and conflict management skills of managers in the public sector." Thesis, University of Limpopo (Turfloop Campus), 2010. http://hdl.handle.net/10386/820.

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Thesis (MPA. (Industrial Psychology)) --University of Limpopo, 2010
In recent years, the South African government has put a lot of energy into the transformation of public sector departments. Effective leadership is a prerequisite in any effort to transform an organization. However, research findings indicate that there is a critical need to develop and train managers in the public sector to deal with numerous challenges in a fast changing world. They do not only need technical competencies but also soft skills to manage interpersonal relationships. This means that the public sector in South Africa needs to develop its leaders effectiveness in dealing with the human side of enterprises. Research in the first world countries on effective leadership behaviour has indicated the following: Firstly, leaders with high levels of emotional competence are more effective in interpersonal situations than those with low levels of emotional competence. Secondly, transformational leadership behaviour has a significant positive relationship with a leader s emotional competence. Lastly, a leader s conflict handling style is associated with his/her effectiveness as a leader. The purpose of the present study was to explore the relationship between managers transformational leadership style effectiveness, their level of emotional competence (emotional expression and constructive discontent) and their conflict management skills within the public sector in South Africa. A survey design was employed to collect data. Questionnaires were completed by 126 managers in a public sector department in the Limpopo Province. The questionnaires included items to assess transformational leadership, emotional competence and conflict management skills, and also to siphon demographic information of the managers. Frequencies for demographic information were computed, as well as correlations for transformational leadership, emotional competencies and conflict management styles in order to test out hypotheses about the relationship between the variables of interest.Findings indicated that the majority of the respondents were Black males under the age group of 41-50, on job levels 11-12, with managerial experience of 1-5 years. The main findings of the study showed the following: (a) There is a very weak,significant positive relationship between transformational leadership and emotional expression, and a negative relationship between transformational leadership style and constructive discontent; (b) There is a relatively weak but significant positive relationship between the transformational leadership style and the constrictive conflict management skills (collaborating and compromising interpersonal conflict management styles); (c) There is a weak but significant negative relationship between the compromising interpersonal conflict management style and emotional expression, and a very weak, non-significant negative relationship between collaboration interpersonal conflict management style and emotional expression; and (d) There is a weak but significant negative relationship between the compromising interpersonal conflict management style and constructive discontent, but a very weak non-significant negative relationship between collaboration interpersonal conflict management style and constructive discontent. These findings led the researcher to believe that the respondents are neither transformational leaders nor emotionally competent, and thus could not either compromise or collaborate with others when they are in an interpersonal conflict situation. It is recommended that managers should be trained to develop their leadership, as well as emotional and conflict management competencies. Even though small sample size was used in this study, there results will be generalized to the whole South African population of public service managers. Further research study with different research methodology is recommended within other public sector departments and provinces within the country.

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Booysen, Freddie. "Delft SAPS as an instrument for community development." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/20913.

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Thesis (MPA)--University of Stellenbosch, 2005.
ENGLISH ABSTRACT: This study was undertaken to determine whether a lack of effective service delivery at the South African Police Service at Delft was due to a lack of community participation and development in Delft. Data was collected through a plurality of research methodologies, including participatory action research by means of interviews with role players and participative observation; a literature study; a diachronical study, application of relevant legislation as a guideline as well as input gained by means of discussion with various experts. The collected data was analysed in relation to the theme, the objective of the study and the research hypothesis. The following observations were made as a result of the study: • The local police station SAPS Delft, by acting as a catalyst, has assisted in the establishment of many structures in the community; and • The erecting of a new police station facilitated community participation and development. The study, having considered the observations and drawn conclusions, has offered a number of recommendations namely: • The erecting of a new police station should take place simultaneously with the development of the township where it is situated. By this means all role players will participate. • The local government and relevant national government departments are of the utmost importance when it comes to addressing the root causes of the problems in the community or when putting alternatives in place. The location of a police station should be such that its convenience and accessibility will result in enhanced and sustainable service delivery, provided that the community capitalises on it. Finally, to ensure success, there must be education and training of both the police and the community, facilitated by the SAPS, government departments and NGOs.
AFRIKAANSE OPSOMMING: Die studie is onderneem om vas te stel of die gebrek aan effektiewe dienslewering by Delft Suid-Afrikaanse Polisie Diens te wyte is aan die gebrek aan gemeenskapsdeelname en -ontwikkeling in Delft. Data is ingesamel deur middel van ‘n pluraliteit van navorsingsmetodologië, insluitend die volgende: deelnemende aksie navorsing deur onderhoude met rol spelers en deelnemende waarneming; ‘n literatuurstudie; ‘n diakroniese studie, toepassing van relevante wetgewing as ‘n riglyn asook insae verkry deur besprekings met ‘n verskeidenheid kenners. Die ingesamelde data is geanaliseer in verhouding tot die tema en die doelwitte van die studie en is vergelyk met die navorsingshipotese. Die volgende waarnemings is uit die studie gemaak: • Die plaaslike polisiestasie, Delft SAPD, het as katalisator gedien om baie strukture in die gemeenskap tot stand te bring; en • Die oprigting van ‘n nuwe polisiestasie het gemeenskapsbetrokkenheid en - ontwikkeling gefasiliteer. Die waarnemings in ag geneem, is tot die gevolgtrekking gekom dat die volgende aanbevelings gemaak word: • Die bou van ‘n nuwe polisiestasie moet saam met die ontwikkeling van ‘n woonbuurt geskied, waarby alle rolspelers betrokke moet wees; en • Die plaaslike regering en relevante departemente is van kardinale belang by die aanspreek van die oorsake van probleme in gemeenskappe of om alternatiewe in plek te stel. Die aanwesigheid van ‘n bereikbare en toeganklike polisiekantoor sal beter en volhoubare dienslewering tot gevolg hê indien die gemeenskap daarop kapitaliseer. Laastens verg dit egter opvoeding, vir die polisie sowel as die gemeenskap, en gefasiliteer deur SAPD, staatsdepartemente en nie-regeringsorganisasies om sukses te verseker.

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Kekana, Makabelo Ephraim. "A critical narrative analysis of the deployment of corporate arrangements in the conduct of government employee pension fund." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5372.

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Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: The South African (SA) government is experiencing problems with regard to its service delivery mandate in public institutions. These problems have resulted from a number of factors, such as SA’s history of unequal distribution of resources; the introduction of remedial legislations and programmes when the new government took office in 1994; incorrect implementation of these legislations and programmes with the accompanying departure of skilled managers accompanied by the influx of new and inexperienced managers. Deliberate interventions were introduced to address this service delivery problem however, many public institutions remain unsuccessful in fulfilling their mandate to service delivery. In this study, the Government Employees Pension Fund (GEPF) is used as a case study to learn more about the effect of corporate governance in addressing service delivery problems in public institutions. As a government entity, the GEPF experienced some service delivery problems with regard to its mandate. Like any other public entity in SA, the GEPF is governed by all legislative provisions governing public entities and is equally affected by challenges such as scarcity of resources (financial; equipment and skills). The objectives of the study is to identify major principles and techniques related to corporatisation as an approach to management practice; to identify major challenges encountered by GEPF prior to corporatisation; and to analyse the deployment of corporate arrangements in the conduct of the GEPF in relation to these techniques and principles. The basis of this research is a thorough literature study and interviews with managers of the GEPF. The major finding of this study is that the GEPF has entrusted basic duties and responsibilities affecting its mandate to employer institutions (EIs). These basic yet sensitive functions have been left arbitrarily to EIs, hence the GEPF is unable to execute its duties in its benefits administration in line with its vision. Other findings include internal processes are incorrectly applied, thus hampering effective and efficient benefits administration; there is lack of, or limited use of a performance management system; there is an inability to deal with predictable problems; and the organisation of resources does not support the vision of the GEPF. Achievements in terms of the corporatisation process to improve performance were noted. The enrolment of the services of consultants to assist the GEPF to improve its performance led to the following: approval of the organisational structure that supports the GEPF’s vision; empowerment of managers in terms of skills capacity; conversion of contract workers to permanent; and taking an aggressive approach to performance and risk management. It is therefore concluded that although challenges still exist, the GEPF has embarked on a systematic process to rid itself of the challenges it faces.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse Owerheidsektor ervaar tans probleme ten opsigte van sy diensleweringsmandaat. Die probleme met swak dienslewering kan toegeskryf word aan faktore soos Suid-Afrika se geskiedenis van wat betref die onbillike verdeling van hulpbronne, die daarstel van ŉ nuwe regering in 1994 wat gelei het tot regstellende wetgewing en programme, die onoordeelkundige implementering van hierdie nuwe wetgewing en programme, en die gepaardgaande verlies van bekwame bestuurders en die aanstelling van nuwe en onervare bestuurders. Ten spyte van doelbewuste ingrypings om die diensleweringprobleem aan te spreek, bly owerheidsinstellings steeds in gebreke om aan hul diensleweringsmandaat te voldoen. Die Government Employees Pension Fund (GEPF) is as ŉ gevallestudie gebruik om die effek van korporatiewe bestuur op die hantering van diensleweringsprobleme in owerheidsinstellings te bepaal. Die GEPF as ŉ owerheidsinstelling ervaar ook probleme wat sy mandaat van dienslewering betref. In vergelyking met ander owerheidsinstellings ervaar die GEPF soortgelyke uitdagings ten opsigte van hulpbronverdeling (op finansiële vlak, en wat toerusting en vaardighede betref). Die doelwit van die studie is om die hoofbeginsels en -tegnieke verbonde aan korporatisering as ŉ bestuursbeleid te identifiseer, om die hoofuitdagings vir die GEPF voor intervensie op ŉ objektiewe en onbetrokke wyse te identifiseer, en om die tegnieke en beginsels aangewend sedert die implementering van die intervensie te analiseer. Hierdie studie is op ŉ deeglike literatuurstudie en die voer van onderhoude met bestuurslede van die GEPF geskoei. Die vernaamste bevinding van die studie is dat die GEPF sy basiese verpligtinge en verantwoordelikhede rakende sy mandaat aan die werkgewersinstellings toevertrou. Die basiese, dog sensitiewe funksies wat arbitrêr aan die werkgewer oorgelaat word, kniehalter die GEPF om sy administratiewe pligte volgens sy visie uit te voer. Ander bevindings sluit in dat interne prosesse op ŉ ondoeltreffende manier toegepas word, wat dan doeltreffende administrasie kortwiek. Dit sluit in die gebrek of beperkte gebruik van ŉ prestasiebestuurstelsel, die onbevoegdheid om ooglopende probleme te identifiseer en beperkte hulpbronne, wat nie die visie ondersteun nie. Die aanwending van korporatiewe prosesse om dienslewering te verbeter blyk suksesvol te wees. Die aanstelling van konsultante om behulpsaam te wees met dienslewering het gelei tot die goedkeuring van ŉ organisatoriese struktuur wat die visie van die GEPF ondersteun, die bemagtiging van bestuurders omdat hul vaardigheid verbeter is, die aanstelling van kontrakwerkers in permanente poste en ŉ aggressiewe benadering tot prestasie- en risikobestuur. Die gevolgtrekking is dat alhoewel daar nog uitdagings bestaan, die GEPF ŉ sistematiese proses onderneem het om die uitdagings te oorkom.

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Setlhare, Itumeleng E. "Assessing the organizational support systems for human resources development in the chief directorate : strategic health progammes (North West Province)." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20245.

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Thesis (MPA)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: In order to enhance human resource development in the public service, the South African Government launched its first human resource development strategy in 2002. This strategy was implemented over a period of four years. It was subsequently followed by another strategy, called the Human Resources Development (HRD) Strategic Framework Vision 2015, which was published by the Department of Public Service and Administration (the DPSA) in 2008. One of the pillars of the latter strategy, which is also the focus of this study, is organizational support systems. The aim of this study was to determine whether the Chief Directorate: Strategic Health Programmes (CD:SHP) successfully implements, as designed in the departmental HRD plan, the three strategic interventions related to organizational support systems. The objectives were to – assess the alignment of the organizational support systems in the Chief Directorate with the overall departmental organizational support systems (as stated in the HRD plan); - identify factors that hamper proper implementation of the departmental organizational support systems in the Chief Directorate; and - propose key strategic interventions to ensure successful implementation of the departmental organizational support systems. The organizational support system pillar has eleven strategic interventions, but, due to resources constraints, only three were investigated. These are: - to promote effective human resource planning in terms of demand for skills and training in public sector organizations; - to strengthen structures, systems and processes for the performance management and development in the public service; and - to groom and foster in-house capacity through effective career planning and talent management in departments of government. The process/implementation evaluation approach, with semi-structured interviews and questionnaire, was employed for this study. A mixed methodology, which covered the breadth of the quantitative method and the depth of the qualitative method, was used in this study. The findings indicated that the CD: SHP is not successfully implementing the pillar as designed by the departmental HRD plan. Among others, the following were identified as responsible for poor implementation: - lack of policy, strategy or guideline on HRD; - understaffed HRD units; - lack of coordination and cooperation between and among the stakeholders responsible for HRD (e.g. Human Resource Management( HRM), Performance Management and Development System (PMDS) and line managers); and - abdication of the performance management responsibility vested in managers. Key strategic interventions proposed to remedy the situation, among others, include: - reviewing the structure of the HRD directorate and filling, as a matter of urgency, all vacant posts; - reviving the committee responsible for coordinating HRD activities; - implementing and coordinating all HRD activities, from the HRD directorate, aimed at developing workplace skills plans and the effective utilization of personal development plans; - developing the blueprint for succession-planning and staff-retention strategies; and - assuring that PMDS becomes one of the key performance areas of all supervisors and managers in the Chief Directorate and that, regarding non-compliance, consistent sanctions be applied across all levels.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse regering het in 2002 sy eerste menshulpbronontwikkeling (MHO)-strategie vir die staatsdiens in werking gestel om die uitbouing van dié hulpbron te bevorder. Hierdie strategie is oor ‟n vier jaar periode geïmplementeer en in 2008 opgevolg deur nog een, naamlik die Visie 2015 Strategiese Raamwerk vir Mensehulpbronontwikkeling (SRM), soos gepubliseer deur die Departement Staatsdiens en Administrasie (DPSA). Een van laasgenoemde strategie se steunpilare, wat ook die hooffokus is van hierdie studie, is organisatoriese ondersteuningstelsels. Die doelwit van hierdie studie was om te bepaal of die Hoofdirektoraat: Strategiese Gesondheidsprogramme (H:SG) sukses behaal met die implementering van programme, soos uiteengesit in die departementele MHO-plan se drie strategiese intervensies, veral met betrekking tot die organisatoriese ondersteuningstelsels. Die doel was om – te bepaal hoedanig die gerigdheid is tussen die organisatoriese ondersteuningstelsels in die Hoofdirektoraat en die algemene departementele ondersteuningstelsels (soos uiteengesit in die MHO-plan); - te identifiseer watter faktore behoorlike implementering van die departementele organisatoriese hulpsisteme in die Hoofdirektoraat belemmer; en - strategiese sleutelintervensies voor te stel wat suksesvolle implementering van die departementele organisatoriese hulpstelsels sal verseker. Die organisatoriese ondersteuningstelsel-pilaar het elf strategiese intervensies, maar, as gevolg van beperkings op beskikbare bronne, is net drie ondersoek. Hierdie intervensies is nodig om: - die beplanning van effektiewe mensehulpbronontwikkeling, in terme van die bestaande behoefte na vaardighede en opleiding in openbaresektor organisasies, te bevorder; - strukture, sisteme en prosesse vir prestasiebestuur en ontwikkeling in die staatsdiens te versterk; en - bestaande kapasiteit ten opsigte van mensekapitaal voor te berei, touwys te maak en te koester, deur effektiewe loopbaanbeplanning en talentbestuur binne regeringsdepartemente. Die proses/implementering evaluasie-benadering, met gedeeltelik gestruktureerde onderhoude en vraelyste, is vir hierdie ondersoek gebruik. ‟n Gemengde metodiek, wat die wydte van die kwantitatiewe metode en die diepte van die kwalitatiewe metode inspan, is vir hierdie studie aangewend. Die bevindings het aangedui dat die H:SG nie daarin slaag om die betrokke pilaar, soos deur die departementele MHO-plan ontwerp, te implementeer nie. Die volgende redes is, onder andere, geïdentifiseer as verantwoordelik vir die swak implementering: - gebrek aan beleid, strategie en leiding ten opsigte van MHO; - onderbemande MHO-eenhede; - gebrek aan koördinasie en samewerking tussen belanghebbendes (asook onderling) wat verantwoordelik is vir MHO (byv. Mensehulpbronbestuur (MHB), Prestasiebestuur en Ontwikkelingsisteem (PBOS) en lynbedtuurders); en - afstandoening van hulle prestasiebestuursverpligtinge wat aan bestuurders opgedra is. Strategiese sleutelintervensies wat voorgestel word om die situasie te herstel, sluit o.a. in: - die hersiening van die struktuur van die MHB-direktoraat en, as ‟n saak van dringendheid, die vul van alle vakante poste; - die herinstelling van die komitee verantwoordelik vir die koördinering van MHO-aktiwiteite; - die implementering en koördinering van alle MHO-aktiwiteite van die MHO-direktoraat, sodat vaardighede by die werkplek ontwikkel word en die effektiewe aanwending van persoonlike ontwikkelingsplanne plaasvind; - die ontwikkeling van ‟n bloudruk vir personeel opvolgbeplanning en strategieë om personeel te behou; en - die versekering dat PBOS een van die sleutel prestasie-areas sal wees wat alle supervisors en bestuurders in die Hoofdirektoraat sal toepas en, in geval van nalatigheid in hierdie verband, strafmaatreëls op alle bestuursvlakke toegepas sal word.

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Mazibu, Vuyisile. "An assessment of the supply chain management policy: the case of the King William's Town district municipality period 2009-2011." Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1007128.

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The intention of the study was to assess the supply chain management policy at the King William’s Town District Municipality. It became apparent from the Literature review that any municipality to play a meaningful role in ensuring that South Africa achieves the goal of becoming a developmental state, capable of confronting service delivery challenges, there needs to be a proper implementation of the supply management system policy. The study was also aimed at identifying the factors that support or hinder the implementation of the supply chain management within the King William’s Town District Municipality. In order to achieve this objective, interviews and self-administered questionnaires were conducted with various respondents in the municipality. The respondents insured the councillors from the five political parties comprising the municipality, municipal manager and section 57 managers, supply chain practitioners. It would therefore be critical important for the management of the King William’s Town District municipality to take into account the results of this study and its recommendations so as to ensure that there is a proper implementation of the supply chain management system within the municipality.

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21

Kamaldien, Mohamed Sedick. "An evaluation of the Western Cape Provincial Government's modernisation programme with a focus on the project management approach blueprint and its implementation within the Department of Transport and Public Works." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95594.

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Thesis (MBA)--Stellenbosch University, 2012.
If one compares governments to the corporate world across the globe, it often plays second fiddle when it comes to strategy; new ideas, adopting of new management styles & processes and lastly, change, for this reason, the Provincial Government of the Western Cape recently undertook a journey that would shed it from these stereotypical behaviours. The journey was Christened „The Modernisation Programme‟ and was launched in 2009; one of its brainchildren named „Project Management Approach‟ was created as the bastion against inefficiencies and ineffective service delivery. A case in point is the unfinished Eastern Boulevard freeway in the city centre of Cape Town; the project was scrapped in the seventies, as the need for it was not justified by the traffic demand at the time in relation to its astronomical cost - a clear indication of poor project planning and management. This study was therefore undertook to examine whether the Project Management Approach (PMA) as part of the holistic Modernisation Programme was successfully implemented and if it yielded the expected results and attitude change in the project management environment in the Department of Transport and Public Works, which is responsible for more than half of all Provincial Government‟s projects. The study examines the impact the Project Management Approach had on service delivery, project management IT infrastructure and as a strategic tool. The analysis showed that although the PMA was welcomed by top management and even has the Director General (DG) as its business champion. However, it fell by the way side two to three years later, this was mostly due to limited communication, which practically ceased two years later and a steering committee that was never fully established and supported by senior official. An outcome, which resulted in roughly half of the project leaders being partially aware of the PMA, a similar analysis also revealed that they were not even aware of it being a long-term strategy. The analysis based on stakeholder involvement was more positive and many of the client department‟s end users were satisfied with the degree of improved cooperation between departmental teams. Further analysis conducted on the client/end user‟s opinion resulted in positive responses but failed to fire up the researcher‟s enthusiasm, as it was hardly the response one would expect from clients, had international standards and best practices been present. “Project management can be defined as a way of developing structure in a complex project, where the independent variables of time, cost, resources and human behaviour come together.” (Rory Burke) “Operations keeps the lights on, strategy provides a light at the end of the tunnel, but project management is the train engine that moves the organization forward.” (Joy Gumz)

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Nkoana, Nthabiseng Martha. "Evaluation of gender equity programme implementation in Limpopo Provincial Department of Sport, Arts and Culture." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5437.

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Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: Since the democratic dispensation in South Africa, attempts were made in earlier studies to make recommendations for the implementation of gender equity in the labour markets. Until now companies and public service departments have done little to ensure gender equity. Most efforts made were merely window-dressing given that previous studies provide evidence of fewer female employments in Senior Management Service (SMS) positions across the public service. South Africa has introduced a legal framework to support the Employment Equity Act, 1998 (RSA, Act 55 of 1998). The study sets out to evaluate the extent of gender equity implementation in Limpopo Provincial Department of Sport, Arts and Culture. The EEA, 1998 (RSA, Act 55 of 1998) aims to redress employment inequalities previously experienced by racially, culturally and sexually marginalized South Africans. Departmental human resource processes are evaluated to establish equity measures necessary to achieve the purpose of the EEA, 1998 (RSA, Act 55 of 1998). This study reviews employment equity practices from various countries to establish best practice. Issues and proposed strategies for improvements surrounding employment equity legislation in South Africa are also highlighted. The study is extended to other departments to establish accountability standards as well as actions and penalties available for noncompliance. The findings from the study indicate that women are mostly employed in middle management while male employees continue to dominate the top management in spite of the Department of Public Service and Administration’s (DPSA) strategic goal to reach a 50% equal employment at SMS by 31 March 2009. Suggestions are provided to accelerate implementation of gender equity in Limpopo Provincial Department of Sport, Arts and Culture. Given that the study was based on a representative sample of a single public service department, the findings may as a result not be generalized to the entire South African public service.
AFRIKAANSE OPSOMMING: Sedert die demokratiese bedeling in Suid-Afrika was pogings in vroeë studies aangewend om aanbevelings te maak vir die implementering van geslagsgelykheid in die arbeidsmark. Tot dus- ver het maatskappye en staatsdiens departemente min gedoen om geslagsgelykheid te bevorder. Talle pogings wat aangewend was, is niks meer nie as uiterlike vertoon, gegee die feit dat vorige studies bewysstukke lewer van minder vroulike indiensneming in Senior Bestuursdiens (SBD) posisies deur die staatsdiens. Suid -Afrika het `n wetgewende raamwerk ingestel om die Gelyke Indiensnemingswet, 1998 (RSA, Wet 55 van1998) te ondersteun. Die studie het ten doel om die implementering van geslagsgelykheid in die Limpopo Provinsiale Departement van Sport, Kuns en Kultuur te evalueer. Die GIW, 1998 (RSA, Wet 55 van 1998) beoog om die indiensnemings ongelykhede te herstel, wat voorheen ondervind was deur rasse, kulturele en geslagtelik gemarginaliseerde Suid-Afrikaners. Departementele menslike hulpbron prosesse word beoordeel ten einde die billikheidsmaatreëls te bepaal wat nodig is om die doelwitte van die GIW, 1998 (RSA, Wet 55 van 1998) te bereik. Hierdie studie raadpleeg gelyke indiensnemings praktyke van verskillende lande ten einde die beste praktyk te stig. Aangeleenthede en voorgestelde strategieë vir die bevordering van wetgewing oor gelyke indiensneming in Suid-Afrika word ook beklemtoon. Die studie word uitgebrei na ander departemente om standaarde oor aanspreeklikheid te bepaal, asook optrede en strafmaatreëls vir nie-voldoening daaraan. Die bevinding van die studie dui daarop dat vrouens meestal op middel bestuursvlak in diens geneem word, terwyl manlike werknemers aanhou om die top bestuursvlak te domineer, ten spyte van die Departement van Staatsdiens en Administrasie (DSDA) se strategiese doelwit om 50% gelyke indiensneming op SBD- vlak teen 31 Maart 2009 te bereik. Aanbevelings word gemaak om die implementering van geslagsgelykheid te versnel in die Limpopo Provinsiale Departement van Sport, Kuns en Kultuur. Gegee die feit dat die studie gebaseer was op `n verteenwoordigende monster van `n enkele staatsdiens departement, mag die bevindinge gevolglik nie veralgemeen word met die totale Suid-Afrikaanse staatsdiens nie.

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Jansen, Lucien. "Public sector reform within the South African perishable export industry." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/1693.

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Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2009.
ENGLISH ABSTRACT: Public sector reform has been around since the 1980s and was a result of criticism against traditional public administration for being too slow and inefficient to address public needs. Although Public sector reform is common in developed countries, evidence of public sector reform has rarely been seen in developing countries. The purpose of this investigation is to determine whether there is any evidence of public sector reform in a developing country such as South Africa. The author divides public sector reform into three categories, namely: new governance, regulatory governance and new public management (NPM). Based on the theoretical information analysed, a list of qualifying criteria for public sector reform is compiled. The author then focuses on the Perishable Products Export Control Board (PPECB), a statutory organisation acting as a service provider for the perishable products export industry and a regulator on behalf of the South African government. The author analyses the model on which South African perishable exports are based and studies the organisation‟s history, strategies, operational structure and its relationship with government. The information gathered is then compared to the list of qualifying criteria compiled for public sector reform. It was found that the model, and specifically service delivery strategies by the PPECB, provides conclusive evidence of new governance, regulatory governance and NPM. It was also found the model is a hybrid between traditional public administration and public sector reform, as it contains characteristics of both. The study takes the form of a literature review. Research was conducted through studying various literatures pertaining to new governance, regulatory governance and new public management. In addition, the author gathered relevant information from within the PPECB, the South African Department of Agriculture, Forestry and Fisheries (DAFF) and the export industry. Further information was also collected by means of unstructured interviews with senior individuals employed by the PPECB.
AFRIKAANSE OPSOMMING: Openbare hervorming bestaan sedert die jare tagtig en het basies ontstaan as gevolg van kritiek omdat tradisionele openbare administrasie te traag en onbevoeg was om openbare behoeftes aan te spreek. Hoewel openbare hervorming in ontwikkelde lande stewig gevestig is, is daar ook bewys daarvan in ontwikkelende lande. Die doel van hierdie ondersoek was om vas te stel of daar enige bewys van openbare hervorming in ‟n ontwikkelende land soos Suid-Afrika bestaan. Die outeur het openbare hervorming in drie kategorieë verdeel, te wete nuwe regeringsbestuur, regulatoriese regeringsbestuur en nuwe openbare bestuur. Op grond van ‟n analise van die teoretiese inligting, is ‟n lys van kwalifiserende kriteria – gerig op openbare hervorming – saamgestel. Die outeur het vervolgens op die Bederfbare Produkte Uitvoerbeheerraad (PPECB) gefokus – dit is ‟n statutêre liggaam wat as diensverskaffer vir die bederfbare produkte uitvoernywerheid en as ‟n reguleerder namens die Suid-Afrikaanse regering optree. Die outeur het ‟n analise gedoen van die model waarop Suid-Afrikaanse bederfbare uitvoere gebaseer is en voorts die organisasie se geskiedenis, strategie, operasionele struktuur en sy verhouding met die regering bestudeer. Die inligting wat ingewin is, is vervolgens met die lys van kwalifiserende kriteria – gerig op openbare hervorming – vergelyk. Daar is bevind dat die model – en spesifiek diensleweringstrategie by die PPECB – voldoende bewys lewer van nuwe regeringsbestuur, regulatoriese regeringsbestuur en nuwe openbare bestuur. Daar is ook bevind dat die model ‟n hibridisering is tussen tradisionele openbare administrasie en openbare hervorming aangesien dit karaktereienskappe van albei bevat. Die studie is in die vorm van ‟n literêre oorsig gedoen. Navorsing is uitgevoer deur die bestudering van verskeie geskrifte oor nuwe regeringsbestuur, regulatoriese regeringsbestuur en nuwe openbare bestuur. Daarbenewens het die outeur relevante inligting binne die PPECB, die Suid-Afrikaanse Departement van Landbou, Bosbou en Visserye en die uitvoernywerheid, ingesamel. Nog inligting is ook bekom deur ongestruktureerde onderhoude met senior werknemers van die PPECB te voer.

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Van, Der Berg-Ross Ashlene. "An assessment on managing workforce diversity in public sector organisations : the case of the Department of Local Government Western Cape (WC)." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85744.

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Thesis (MPA)--Stellenbosch University, 2013.
ENGLISH ABSTRACT: This thesis examines the perceptions of the staff of the Department of Local Government in the Western Cape (WC) regarding workforce diversity as part of diversity management. A literature review is presented and this research shows that organisations in South Africa and around the world have come a long way with regard to understanding and appreciating workforce diversity. The literature review also revealed the important facilitating role HR diversity management plays in improving the performance of organisations, as well as in creating unity amongst employees. What is also important is the fact that organisations now understand and realise the important role diversity management programmes and practices play in their own survival. Therefore various steps are available for organisations to ensure that the benefits are achieved from having diverse employees in their workplace while effectively integrating these employees into the organisation. A background on the Department of Local Government (WC) is provided, which highlights the Department’s priorities and Key Performance Areas (KPAs) as set out in its Annual Performance Plan (APP). The KPAs of the Department are dynamic and not influenced by political shifts, as in the case of municipalities. However, the priorities of the Department are similar to the strategic objectives that are embedded within the 30 municipalities. The priorities of the Department are parallel to those of the municipalities’ priorities in order to ensure that the Department and municipalities achieve their objectives together. It is therefore the Department’s responsibility to assist municipalities in achieving their strategic objectives by constantly monitoring and evaluating their level of performance. If a municipality performs badly, the Department must assist where necessary. The research findings regarding diversity management show that the employees are unaware whether a diversity management policy has ever existed or whether any training of such a nature has been conducted within the Department. Data show that limited effort has been made by the Department to develop a diversity management policy. The findings also indicate that more diversity management programmes and training are needed, in order to bring about awareness of workforce diversity and the successful management of diversity. What was also clear is that not enough diversity audits have been conducted to determine the level of diversity within the Department; and most importantly it is also illustrated that a limited number of staff is housed within the HR unit to assist the Department in creating a strong diversity environment that supports the wellbeing of the staff and the Department. Finally, the thesis provides recommendations for the Department on how to be an inclusive entity, but these recommendations can only be successful if top management and HR have the necessary ability to successfully implement the following recommendations (interventions): develop a diversity management policy to guide the Department on diversity issues; develop diversity management programmes to ensure that all staff members are briefed on all diversity issues; and create a monitoring system to ensure that the policies and programmes are updated as new entrants enter the Department. It is therefore a requirement that these interventions are placed in the Department’s Employment Equity Plan and, more importantly, form part of their Annual Performance Plan (APP). If there is commitment from HR, top management and the employees, these interventions will create a safe, friendly, and hard-working environment with good performance levels.
AFRIKAANSE OPSOMMING: Hierdie tesis ondersoek die persepsies van die personeel van die Departement Plaaslike Bestuur, Wes-Kaap, met betrekking tot werkmagdiversiteit as deel van die bestuur van diversiteit. ’n Literatuurstudie word aangebied en vanuit hierdie navorsing word getoon dat organisasies in Suid-Afrika en dwarsoor die wêreld ver gevorder het met die verstaan van en waardering vir werkmagdiversiteit. Die literatuurstudie het ook lig gewerp op die belangrike fasiliterende rol van die bestuur van diversiteit deur Menslike Hulpbronne vir die verbetering van die prestasie van organisasies, sowel as in die bewerkstelliging van ’n gevoel van eenheid tussen werknemers. Wat ook belangrik is, is dat organisasies nou die belangrike rol van diversiteit-bestuurprogramme en -praktyke verstaan en besef hoe hul eie oorlewing daardeur geraak word. Verskeie stappe kan deur organisasies onderneem word om te verseker dat dit voordelig is om ’n diverse groep werknemers in hul werkplekke te hê en hierdie werknemers doeltreffend in die organisasie te integreer. Die agtergrond van die Departement Plaaslike Bestuur (Wes-Kaap) is voorsien, met beklemtoning van die Departement se prioriteite en sleutel prestasie areas (KPA’s) soos in die Jaarlikse Prestasieplan uiteengesit; sleutel prestasie areas van die Departement is dinamies van aard en word nie, soos in die geval van munisipaliteite, deur politieke omwentelinge geraak nie. Die prioriteite van die Departement is egter soortgelyk aan die strategiese doelwitte wat in die 30 munisipaliteite vasgelê is. Die prioriteite van die Departement loop ewewydig met dié van die munisipaliteite om te verseker dat die Departement en munisipaliteite hul doelwitte saam bereik. Die Departement is dus verantwoordelik om munisipaliteite by te staan in die bereiking van hul strategiese doelwitte deur voortdurende monitering en evaluering van hul prestasievlak. Indien ’n munisipaliteit swak presteer, moet die Departement hulp verleen waar dit nodig is. Die bevindings van die navorsing oor diversiteit dui daarop dat werknemers nie van die bestaan van enige diversiteitbestuurbeleid óóit bewus was nie, óf geweet het of enige opleiding van dié aard al in die Departement aangebied is nie. Data toon die beperktheid van die Departement se pogings om ’n beleid vir die bestuur van diversiteit te ontwikkel. Die bevindings toon verder dat meer diversiteitbestuurprogramme en -opleiding benodig word om bewustheid van werkmagdiversiteit en die suksesvolle bestuur van diversiteit daar te stel. Wat ook duidelik was, is dat te min diversiteitkontrole onderneem is om die vlakke van diversiteit binne die Departement te bepaal. Die belangrikste bevinding is egter dat daar slegs ’n beperkte aantal personeellede in die Menslike Hulpbronne-eenheid is om die Departement by te staan in die skepping van ’n sterk diversiteit-omgewing wat die welstand van die personeel onderskraag. Die tesis doen voorstelle aan die hand vir die Departement oor hoe om ’n inklusiewe entiteit te wees. Hierdie voorstelle kan egter slegs suksesvol wees indien die Hoofbestuur en Menslike Hulpbronne oor die nodige vermoë beskik om die volgende aanbevelings (intervensies) te implementeer: Ontwikkel ’n beleid vir die bestuur van diversiteit om die Departement ten opsigte van diversiteit te begelei; ontwikkel diversiteitbestuurprogramme om te verseker dat alle personeellede oor diversiteit ingelig word; en skep ’n moniteringstelsel om te verseker dat die beleide en programme bygewerk word namate nuwelinge by die Departement aansluit. Dit is dus ’n vereiste dat hierdie intervensies in die Departement se diensbillikheidsplan opgeneem word en, wat nog belangriker is, deel vorm van die Jaarlikse Prestasieplan. Indien Menslike Hulpbronne, topbestuur en werknemers hulle hiertoe verbind, sal hierdie intervensies ’n veilige, vriendelike en hardwerkende omgewing met goeie prestasievlakke tot stand bring.

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Johnson, Reginald George Johannes. "Job evaluation in the provincial government of the Western Cape." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5266.

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Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: The democratisation of South Africa on 27 April 1994 marked the beginning of a new era for South Africans in all spheres of society. The new democratic Government of the Republic of South Africa faced numerous challenges, including the transformation of the South African Public Service into a non-discriminatory organisation for both citizens and employees. The pre-1994 South African Public Service functioned as a centralised driven system that negatively discriminated against non-white employees in terms of financial rewards resulting in salary differences between white and non-white employees. The promulgation of the new legislative framework of deconcentration had resulted in the centralised driven South African Public Service system becoming obsolete as it was incompatible with the democratic Government’s vision. The transformation of the South African Public Service was supported through legislation and various directives simultaneously focusing on service delivery improvement as well as implementing new internal systems to address discriminatory practices. The implementation of the EQUATE job evaluation programme within the new legislative framework of deconcentration marked the beginning of a new era of grading post in the Public Service. It had brought an end to the unfair salary differentiation in the Public Service. To render public services effectively and efficiently is a legislative requirement. Political and administrative leaders are responsible for ensuring that both external and internal services are rendered optimally through improvement interventions. In the Provincial Government of the Western Cape (PGWC), the Department of the Premier renders a job evaluation service to all provincial departments to ensure internal consistency in terms of grading of posts. The purpose of this study is to evaluate the current process of evaluating posts in the PGWC and subsequently to formulate recommendations to improve the process. The study concludes with a set of recommendations which include amongst others the following: • The devolvement of the job evaluation function to the provincial departments enabling them to conduct their own departmental job evaluations. • The creation of a Job Evaluation Unit in every provincial department. • That the proposed Process Model of evaluating posts in the provincial departments be considered. • It is the responsibility of the Directorate Organisation Development Interventions in the Department of the Premier to co-ordinate the job evaluation process in the Provincial Government of the Western Cape.
AFRIKAANSE OPSOMMING: Die demokratisering van Suid-Afrika op 27 April 1994 was die begin van ‘n nuwe era vir Suid-Afrikaners op alle vlakke van die samelewing. Die demokratiese Regering van die Republiek van Suid-Afrika het verskeie probleme in die gesig gestaar wat onder andere die transformasie van die Suid-Afrikaanse Staatsdiens ingesluit het. Die Staatsdiens moes verander word na ‘n diens wat nie diskrimineer teen nie-blanke burgers of werknemers nie. Die Suid-Afrikaanse Staatsdiens voor 1994 het gefunksioneer as ‘n gesentraliseerde sisteem en het negatief gediskrimineer teen nie-blanke werknemers in terme van besoldigingspakkette wat aanleiding gegee het tot verskille in besoldigingsvlakke. Die promulgering van die nuwe regulatoriese raamwerk van dekonsentrasie het meegebring dat die gesentraliseerde benadering in onbruik verval het, omdat dit teenstrydig was met die visie van ‘n demokratiese Regering. Die transformasie van die Suid-Afrikaanse Staatsdiens is ondersteun deur verskeie wetgewing en mandate wat gefokus het op sowel die verbetering van dienslewering aan burgers as die implementering van nuwe interne sisteme om diskriminerende praktyke aan te spreek. Die implementering van die EQUATE posevalueringsprogram binne die nuwe regulatoriese raamwerk van dekonsentrasie was die begin van ‘n nuwe era van posgradering in die Staatsdiens. Dit het ‘n einde gebring aan die onregverdige besoldigingsvlakke in die Staatsdiens. Die lewering van doelmatige en doeltreffende openbare dienste is ‘n wetlike vereiste. Politieke en administratiewe hoofde is daarvoor verantwoordelik om toe te sien dat alle dienste, intern en ekstern, optimaal gelewer word deur gebruik te maak van verskeie verbeteringsintervensies. Die Departement van die Premier in die Provinsiale Regering van die Wes-Kaap (PRWK) is verantwoordelik vir die lewering van die posevalueringsdiens aan alle provinsiale departemente ten einde konsekwentheid in terme van posgradering te verseker. Die oogmerk van die studie is om die huidige posevalueringsproses in die PRWK te evalueer om sodoende aanbevelings te doen om die proses te verbeter. Die studie is saamgevat met aanbevelings wat onder andere die volgende insluit: • Die afwenteling van die posevalueringsfunksie na elke provinsiale departement; sodat elke departement self verantwoordelik is vir departementele posevaluering. • Die skepping van ‘n Posevaluering Eenheid binne elke provinsiale departement. • Die voorgestelde Proses Model vir die evaluering van poste binne provinsiale departemente oorweeg word. • Die verantwoordelikheid van die Direktoraat Organisasie Ontwikkeling Intervensies in die Departement van die Premier vir die koördinering van die posevalueringsproses binne die Provinsiale Regering van die Wes-Kaap.

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Rakepa, Thethiwe Thelma. "The implementation of employee assistance programme of the Department of Education : a case study of Motheo district in the Free State Province." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/19932.

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Thesis (MPA)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: The primary aim of the Employee Assistance Programme (EAP) is to make a positive contribution towards maximum employee productivity and effectiveness in the workplace. Various organisations implemented EAP, but the achievement of aims and objectives need to be investigated in order to ascertain whether the service is successful. In order to achieve the latter, the present study was therefore designed with the primary aim of evaluating the effectiveness of the EAP services in the Free State Department of Education, Motheo District. In order for the DoE to comply with legislation they need to ensure that there is adequate provision of human and capital resources. Employees should be knowledgeable on the content of policy guidelines and procedures to promote utilisation. Accessibility of the programme will depend on the restructuring of EAP section from a sub section to a Directorate. Appropriate structure can make the EAP section effective. Staffing, competency, integration and early identification can be dealt with if the DoE can employ personnel with appropriate skills. Confidentiality and the Model through which EAP service is rendered is a challenge in the DoE as it influences utilisation of EAP services.
AFRIKAANSE OPSOMMING: Die primêre doel van die Werknemersondersteuningsprogram (WOP) is om 'n positiewe bydrae tot maksimale werknemer-produktiwiteit en -effektiwiteit in die werkplek te lewer. Verskeie organisasies het die WOP geïmplementeer, maar ten einde vas te stel of die diens suksesvol was, moet die bereiking van doelstellings en doelwitte ondersoek word. Ten einde laasgenoemde te vermag, is die huidige studie dus ontwerp met die primêre doel om die effektiwiteit van die WOP-dienste in die Vrystaatse Onderwysdepartment, Motheo-distrik te evalueer. Die Onderwysdepartement moet, wetgewing nakom deur te verseker dat voldoende menslike en kapitaalhulpbronne beskikbaar gestel word. Ten einde verbruik te bevorder behoort werknemers goed ingelig te wees met betrekking tot die inhoud van beleidsriglyne en -prosedure. Toegankilikheid tot die program sal van die herstrukturering van die WOP afdeling van 'n onderafdeling tot 'n Direktoraat afhang. Toepaslike strukture kan die WOP-afdeling effektief maak. Personeeltoewysing, bevoegdheid, integrasie en vroeë identifisering kan hanteer word indien die Onderwysdepartement personeel aanstel wat oor die toepaslike vaardighede beskik. Vertroulikheid en die Model waarvolgens die WOP-diens bedryf word, bied 'n uitdaging in die Onderwysdepartement aangesien dit die verbruik van WOP-dienste beïnvloed.

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Du, Plessis Jan A. "Die voorkoms van seksuele teistering in die staatsdiens." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52235.

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Thesis (MAdmin)--Stellenbosch University, 2001.
ENGLISH ABSTRACT: Sexual harassment has different meanings for different individuals. This is clearly evident from the wide variety of definitions that are noted on the theme. Sexual harassment can be divided into two main categories. Firstly there is quid pro quo harassment which boils down to the fact that an agreement must be established between two individuals where sexual favours are exchanged for more favourable work benefits. The next sexual harassment category is where one individual makes the working environment of the next individual intolerable in order to solicit sexual favours. Sexual harassment can be explained using a number of models. These models vary from the point of departure that sexual harassment is driven by the individual's sex drive to a model where the economy has an influence on the individual's behaviour. None of the existing models, however, fully explain sexual harassment and sexual harassment can best be explained using a synthesis between various models. These models have the advantage that a better understanding of the subject exists and could thus ease the prevention and management of sexual harassment in the workplace. Sexual harassment manifests over a wide varitey of actions. A difference can be drawn between direct and indirect harassment. Direct harassment could be physical and lead to charges of sexual assault or rape. Indirect harassment could be where an individual through his/her actions causes another individual to feel uncomfortable without the action being directed at that specific individual. It could be that sexually explicit pictures are being displayed without the intention to harass but that the mere displaying of the pictures is experienced as harassment by certain individuals. There are various actions leading up to sexual harassment. However, it was found that sexual harassment is not romantic attention with the view of courting towards a consenting love affair. Consenting love affairs may also exist in the workplace and although not prohibited by any rule or prescript the affair could end and then transform towards sexual harassment. Sexual harassment was found not to be restricted to one sex only. Although the profiles of male and female harassers differ both can present themselves as harassers. Sexual harassment is not restricted to harassing the opposite sex only and man to man and woman to woman harassment is also found. In the South African Civil Service there are certain acts that regulate sexual harassment. Sexual harassment is, however, not addressed by definition and general deductions must be made that could include atcs of sexual harassment. This was tested by contacting a variety of government departments and provincial administrations to gain insight into their sexual harassment policies. The majortiy of respondents did not have a formal or approved policy on sexual harassment. The sexual harassment policies that were \ analysed revealed certain inadequicies and a scientifically based questionnaire was developed to determine the prevelance of sexual harassment in the workplace. Normatively speaking certain guidelines or a definition of sexual harassment should exist to show which conduct or behaviour can be construed as sexual harassment. An employee's complaints procedure should at least contain a mechanism to ensure that policy is not ignored, that alternative methods of reporting sexual harassment are being catered for and that adequate training is provided to ensure that all employees are au fait with the complaints procedure. Confidentiality is a critical element and the employer should try to maintain this throughout the investigation. Investigation officers should have a certain knowledge on the theme of sexual harassment. The appointment of an investigation officer should also be sex sensitive. The imposing of sanctions after the investigation into complaints of sexual harassment should be done with due cognisance of the degree of seriousness of the violation and other mitigating and extenuating circumstances.
AFRIKAANSE OPSOMMING: Seksuele teistering het verskillende betekenisse vir verskillende indiwidue. Hierdie kom duidelik na vore uit die wye verskeidenheid van definisies wat oor die tema opgeteken is. Seksuele teistering kan in twee hoof groeperings ingedeel word. Eerstens is daar quid pro quo-teistering wat daarop neerkom dat daar 'n ooreenkoms tussen twee indiwidue tot stand moet kom, waar seksuele gunste vir werksvoordele uitgeruil word. Die ander tipe seksuele teistering is waar die een indiwidu die werksomgewing vir die volgende indiwidu ondraagbaar maak om die indiwidu tot seksuele gunste te laat toegee. Seksuele teistering kan aan die hand van 'n aantal modelle verklaar word. Hierdie modelle wissel vanaf die uitgangspunt dat dit deur die indiwidu se seksdrang aangedryf word tot waar die ekonomie 'n invloed op die indiwidu se gedrag kan hê. Nie een van die bestaande modelle gee egter 'n volledige verklaring van seksuele teistering nie en kan seksuele teistering aan die hand van 'n sintese tussen die modelle verklaar word. Hierdie modelle het die voordeel dat dit 'n beter begrip van die onderwerp stel en kan die voorkoming of bestuur van seksuele teistering in die werksplek hierdeur vergemaklik word. Seksuele teistering manifesteer oor 'n wye front van aksies. Daar kan 'n onderskeid tussen direkte en indirekte teistering getref word. Direkte teistering kan fisies wees en aanleiding tot klagtes van seksuele aanranding of verkragting wees. Indirekte teistering kan wees waar 'n indiwidu deur sy/haar optrede 'n volgende indiwidu ongemaklik laat voel sonder dat dit spesifiek teen daardie indiwidu gemik is. Dit sou kon wees dat seksueel eksplisiete prente sonder die bedoeling om te teister, opgeplak word, maar dat dit deur bepaalde indiwidue as teisterend ervaar word. Daar is verskeie aanleidende oorsake tot seksuele teistering. Seksuele teistering is egter gevind om nie romatiese aandag te wees met die oog op hofmakery vir 'n konsente liefdesverhouding nie. Konsente liefdesverhoudings kan ook in die werksplek voorkom en alhoewel dit nie teen enige reël indruis nie, kan die verhouding tot niet gaan en dan in seksuele teistering oorgaan. Seksuele teistering is gevind om nie net tot een geslag beperk te wees nie. Alhoewel die profiele van 'n manlike en vroulike teisteraar verskil, kan beide geslagte as teisteraar voordoen. Seksuele teistering is ook nie net tot die teenoorgestelde geslag beperk nie en kom man-tot-man en vrou-tot-vrou teistering ook voor. In die Suid-Afrikaanse Staatsdiens is daar bepaalde wetgewing wat seksuele teistering reguleer. Seksuele teistering word per se egter nie by definisie aangespreek nie en moet daar meer algemene afleidings gemaak word wat die oortreding van seksuele teistering sou kon insluit. Hierdie is getoets deur 'n verskeidenheid staatsdepartemente en provinsiale administrasies te nader om insae in hul seksueleteistering-beleide te kry. Die meerderheid respondente het nie oor 'n formele of goedgekeurde beleid oor seksuele teistering beskik nie. Die seksueleteistering-beleide wat wel ontleed was, het bepaalde gebreke getoon en is daar 'n wetenskaplik fundeerde vraelys ontwikkel om die voorkoms van seksuele teistering in die werksplek te bepaal. Normatief beskou behoort daar riglyne of 'n definisie te bestaan om aan te toon watter gedrag of optrede as seksuele teistering beskou kan word. 'n Werkgewer se klagteprosedure behoort minstens 'n meganisme te bevat om te verseker dat indiwidue nie beleid ignoreer nie, daar alternatiewe metodes voor voorsiening gemaak word om seksuele teistering te rapporteer en dat daar voldoende opleiding verskaf word om te verseker dat alle werknemers met die klagteprosedure vertroud is. Die handhawing van konfidensialiteit is 'n kritiese element en die werkgewer behoort te poog om gedurende ondersoek die hoogste graad van konfidensialiteit te handhaaf. Ondersoekbeamptes behoort 'n bepaalde kundigheid oor die onderwerp van seksuele teistering te hê. Die aanwys van 'n ondersoekbeampte behoort geslagsensitief gedoen te word. Die oplê van sanksies na ondersoek van klagtes van seksuele teistering behoort die ernstigheidsgraad van die oortreding en ander verswarende of versagtende getuienis in ag te neem.

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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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Kim, Rando. "Aspirations for career advancement in public organizations the case of South Korean bureaucracy /." 1996. http://catalog.hathitrust.org/api/volumes/oclc/38248669.html.

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"An evaluation of performance management in the public service." Thesis, 2010. http://hdl.handle.net/10210/3063.

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M.Comm.
The aim of this study is to evaluate performance management in the public service particularly within the Gauteng Department of Health. The researcher also intends to discover the attitude of employees towards performance management systems. A triangulation approach involving qualitative and quantitative analysis was adopted to ensure the validity of the constructs.

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Moumakoe, Elsie Viola Mamonyana. "Advancement of women to leadership positions in the South African public service." 2013. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001273.

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M. Tech. Public Management and Administration.
The aim of the study was to evaluate factors that inhibit or promote the participation of women in decision-making processes. The study also seeks to understand more about the roles that these women play in leadership positions that they hold, and to assess whether these women are fighting for gender issues in representing women and uplifting the society. Prior to 1994, the South African Public Service systematically marginalised women across the colour spectrum. Post-1994, our Parliament has had one of the highest proportions of powerful, outspoken and committed women in the world.

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Saravanja, Marko. "Integrated performance management systems and motivation in the South African public sector." Thesis, 2009. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6159_1298279759.

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The study recommends that performance management has to be approached from an integrated perspective. The process of the design of performance management must include a thorough consultation with major stakeholders. The implementation of the system has to be supported and driven by top leadership and management. The change management process should be supported by a proactive communication strategy and it should be managed strategically and by competent staff. A reward system that distinguishes high from mediocre performance should be put in place. Programmes must be implemented to ensure high levels of staff motivation. Monitoring and evaluation mechanisms must be put in place to ensure implementation of sustainable performance management systems. These recommendations led to the design of an integrated performance management system. The study concludes that integrated performance management, as a multidisciplinary methodology related to organisational strategy, structure, culture, systems and processes, should be regarded as a critical tool for improving motivation and performance of individuals, teams, departments and the public service as a whole.

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Shabane, Themba Sibusiso. "The integration of talent management and knowledge management in the South African public service." Diss., 2017. http://hdl.handle.net/10500/23108.

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The South African public service is experiencing a high staff turnover and difficulties to retain staff. These will result in the loss of talented and knowledgeable employees and consequently a loss of institutional memory, and will create a knowledge gap. The purpose of the study was to explore whether talent management and knowledge management are integrated and whether they support staff retention in the South African public service. The qualitative data were collected through document analysis and semi-structured individual interviews with seven senior managers and six middle managers who were selected purposefully. Three main themes and ten sub-themes were identified and discussed. The findings indicated that talent management and knowledge management were applied in an ad hoc manner and that there were no approved policies. However, it was found that performance management formed the basis for talent management and that the current talent management approach failed to retain talented employees.
Business Management
M. Com. (Business Management)

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Ferreira, Ignatius Wilhelm. "A normative model for managing orientation procedures for effective and efficient public personnel management in post-apartheid South Africa." Thesis, 1996. http://hdl.handle.net/10413/9877.

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Seitshiro, Nelson Dikgang. "Evaluation of management development in public service of the North West Province / Nelson Dikgang Seitshiro." Thesis, 2004. http://hdl.handle.net/10394/11306.

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This study was aimed at assessing the adequacy of the management development activity and its support by top management in the public service of the North West province. The South African public service is a key instrument by which service delivery can be ensured, as a result there is a need to enhance its capacity. Management development, particularly for senior management, should be seen as the most important component of human resource development in the public service, which should be improved. Certainly there are considerable benefits to be derived from an effort by any developing country to develop its public service senior managers. Current research reveals that management development is accepted as a contributor to organisational performance. Whilst this is the case, often not all management development programmes meet the needs of the organisation. Some management development programmes fail because of lack of top management support, together with organisational conditions and practices that are supposed to contribute to their effectiveness and overall organisational effectiveness. Thus, an assessment of the adequacy of the management development activity of the public service of the North West province should often be conducted so as to improve on it and thereby contribute to the enhancement of service delivery. In terms of research design and methodology, this study was evaluative in nature. The study involved the systematic collection of information on the worth of the management development programme, which has to make value judgements concerning the worth of such a programme. The target population for this study was all senior managers in the public service of the North West province. The accessible population comprises of those senior managers who were based in Mafikeng, the capital of the province and the seat of government in which all-administrative head offices of all provincial departments are located. The research sample was drawn from senior managers within some departments that form the North West provincial administration. Structured questionnaires and unstructured interviews were used in this study as data collection instruments. Combinations of both qualitative and quantitative methods of data analysis are used. To interpret the data collected from the Management Development Audit section of the Questionnaire, a scoring and interpretation worksheet was adapted for use. Some managers were also interviewed in order to find out their opinions about management development effectiveness. The findings of the study revealed that the management development activity in the public service of the North West is inadequate and requires to be improved. The recommendations based on the findings of this study can be summarised by stating that 88% of the management development activity requires improvement.
Thesis (M. Phil.) North-West University, Mafikeng Campus, 2004

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Petje, Rangwato Boledi. "The returns to education in the city of Johannesburg." Thesis, 2017. http://hdl.handle.net/10539/23130.

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A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand in 50% fulfilment of the requirements for the degree of Master of Management in the field of Public and Development Management. June, 2017
A way to better understand the returns for investing in education is to identify the gap between education and employment. This issue has been identified not only in South Africa but worldwide. However, while it focuses on the challenges of employability there has been little research on the value of education in relation to employability and career development amongst workers’ productivity in public sector organisations. For this reason, a basic interpretative qualitative study is developed which explores this relationship with a focus on the value of the City of Johannesburg’s (COJ’s) subsidised education scheme in terms of its returns to organisational growth and human development. Through semi-structured interviews and thematic data analysis of employees’ perceptions, it is found that self-enrichment or personal development outweighs organisational benefits. A culture of life-long learning for the COJ employees has been created without the implementation of mentoring and succession planning to minimise mismatches in the workplace in order to enhance productivity.
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Froese, Fabian. "The integration management of foreign acquisitions in South Korea and Japan : empirical focus on the global automobile industry /." 2007. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=015610867&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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Raedani, Mbavhalelo Mulalo. "Project management office at the Gauteng Department of Health : knowledge, attitudes and perceptions." 2014. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001320.

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M. Tech. Business Administration
The purpose of this exploratory research was to determine the knowledge, attitudes, beliefs and perceptions of employees managing projects in the GDoH with regard to project management (PM) within the department; and to determine the training required by employees to manage the infrastructure related projects more effectively. The researcher made use of quantitative and qualitative research designs to gather data.

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Mhelembe, K. "The relationship between supply chain risk, flexibility and performance in the South African public sector." Thesis, 2018. http://hdl.handle.net/10352/426.

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D. Tech (Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology.
The expectation by South Africans is that the public sector must contribute positively to the economy. However, the general perception is that the public sector is failing to fulfil its mandate due to systemic problems in the entire public sector. Its supply chain in South Africa is both volatile and imperfect. This is demonstrated by the level of service delivery protests, which emanate from the feeling that the public is not receiving the quantity or quality service that they need. This study aimed to assess the relationship between supply chain risks, supply chain flexibility and supply chain performance in the South African public sector. A conceptual framework was developed, which included six supply chain risk factors, namely, government policies, supply complexity, availability of skills, supplier performance monitoring, information security and process efficiency, which feed into supply chain flexibility, which in turn leads to supply chain performance. Seven hypotheses underlying these relationships were put forward for testing. A quantitative approach using the cross-sectional survey design was adopted in which a questionnaire was distributed to 306 conveniently selected supply chain professionals who were based in Gauteng province. Items used in the survey questionnaire were adapted from previously validated scales. A confirmatory factor analysis was conducted to test the psychometric properties of the measurement instrument. Descriptive statistics were used to analyse the perceptions of respondents towards the factors under consideration in the study. Hypotheses were tested using the structural equation modelling approach. The results of the study show that the threat from supply chain risks in the South African public sector remains high, and that flexibility and performance of the supply chain remains unsatisfactory. Hypotheses tests showed that all six supply chain risks significantly predicted supply chain performance. While the other supply chain risks were positively related to supply chain flexibility, the relationship between the flexibility and supply complexity was negative. Amongst the supply chain risks considered in this study, availability of skills emerged as the strongest predictor of supply chain flexibility. The study further showed that supply chain flexibility significantly and positively predicts supply chain performance. Theoretically, the study provides a specific conceptualization of the relationship between supply chain risks, supply chain flexibility and supply chain performance within the South African public sector, where no such study has been conducted before. Practically, it provides information to supply chain professionals in the South African public sector regarding the improvement of supply chain performance. The study underscores that the performance public supply chain in South Africa can be improved by managing the six risks considered in this study, and their contribution to supply chain flexibility.

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Makamu, N. I. "The implementation of performance management and development system (PMDS) at Department Of Education (Gauteng North District)." 2013. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001423.

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M. Tech. Public Management
The research problem involves the challenges encountered during the implementation of the performance management and development system at the Department of Education (Gauteng North District) (Department). The study aimed at identifying the challenges which personnel face when implementing the system and to contribute towards the body of knowledge by suggesting an acceptable and simple method of implementing the performance management system in the Department. The performance management and development system is vital in the sense that every government department uses the system to measure the performance of personnel against the set standards of the Departments objectives. It should be borne in mind that without personnel performing according to the set objectives, the Department will not be able to achieve its goals.

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Ndima, Zenzo Michael. "Meaningful citizen engagement in the IDP and budgeting processes as a means to improve municipal service delivery." Thesis, 2017. http://hdl.handle.net/10539/23042.

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A thesis submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, Johannesburg; in fulfilment of the requirements for the degree of Doctor of Philosophy in Public and Development Management 6 April 2017
Since the inception of the democratic era in South Africa, citizen engagement has been a contentious issue for the local government sphere. In hardly a decade of democracy, cracks began to manifest on the newly-ushered system of public participation in the country, which saw communities embarking on various acts of protests around the country. Sadly, the ugly actions of dissatisfaction by the citizenry have been the order of the day since the early days of democracy, and some have been labelled it ‘a cry for attention by the disgruntled citizens’. As evidence of the disconnection in the local discourse, the aforesaid factor was regarded as a starting point in this research. As such, numbers of, and various reasons for the violent protests were examined thoroughly to establish the truth behind same. Public conversations and discussions, albeit informal, were held wherever possible, and all these pointed to the crisis of democracy in the local government. The research explored the notion of meaningful citizen engagement as a panacea for alleviating service delivery backlogs in the local government. To avoid challenges of the cause-effect scenario in analysing the processes, measurements of meaningful citizen engagement in the local government, named ‘condition’, were developed in this research. Focusing on five different categories of municipalities, fifteen officials and ten councillors were interviewed using in-depth, semi-structured interviews. Further to that, two focus group discussions were held with ten community members and eight ward committee members each, using unstructured interview questions as focal themes. Apart from the interviews, four non-participant observations (IDP/Budget meetings) were conducted in order to get a sense of the current engagement processes. Furthermore, various public documents, both internal and external of the organisations, were analysed and utilised as part of the literature review. Data from the above sets of sources were explored and analysed using the basic interpretive qualitative design and phenomenological methods to make meaning of same. The research findings suggested that current mechanisms of engagement lacked depth, and are limited in terms of opening meaningful engagement spaces for the citizens. These findings pointed to the dire need to move away from the normal, passive public participation towards the engaging, deliberative notions wherein the citizens would have opportunities to influence the final outcomes of planning and budgeting.
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Molapo, Kgaugelo. "Security vetting in the Department of Home Affairs." Thesis, 2017. http://hdl.handle.net/10539/23041.

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Mini-thesis submitted in fulfilment of the requirements for the Degree of Masters of Management in the field of Security (MM-S) In the Graduate School of Public and Development Management University of Witwatersrand February 2017
This is a report on Security Vetting in the Department of Home Affairs. The South African Public Service (including the Department of Home Affairs) as an employer has an obligation to deliver services in an accountable and transparent manner and because of that people who obtain employment in the public sector are expected to possess a high level of integrity and professional ethics. The Security Screening Investigation (SSI) commonly known as Security Vetting or Vetting was introduced in government departments with the objective of ensuring that all the individuals employed in government with access to classified information possess the qualities that will enable them “not to cause classified information or material to fall into unauthorised hands, thereby harming or endangering the security and/or interests of the State”. The process of vetting is, however, the mandate of the State Security Agency (SSA), with the responsibility of a larger portion of the vetting process while the smaller portion of the function lies with some government departments, of which the DHA is one. It has been observed that regardless of the decentralization of the functions of vetting by the SSA, there are still challenges that are experienced in DHA with the current vetting approach/strategy. This study was undertaken with the purpose of identifying and describing the challenges relating to the current vetting process in the DHA and as a follow-up to determine the possibility of establishing a strategy that will address the current shortcomings. Interviews were undertaken with Home Affairs officials to collect data on the effectiveness and efficiency of the current vetting strategy in the department, the challenges and the shortcomings concerning vetting, as well as how vetting strategy can be constructed in order to alleviate the challenges and the shortcomings. The findings indicate that the current vetting strategy is neither effective nor efficient. The report further indicates that there are several challenges with the current vetting strategy in DHA, such as DHA reliance on SSA for the completion of the vetting process, a shortage of vetting officers in the department, delayed turnaround times on the conclusion of the vetting process as well as failure in the implementation of the vetting strategy. The conclusion is that the current vetting strategy needs to be reviewed and improved.
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Mashiane, Margaret Dimakatso. "Perceptions of health and wellness programme coordinators on the implementation of the programme in Gauteng government departments between 2012 and 2014." Thesis, 2017. https://hdl.handle.net/10539/24425.

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A report on a research study presented to the Department of Social Work School of Human and Community Development, Faculty of Humanities, University of the Witwatersrand in partial fulfilment of the requirements for the degree Master of Arts in Social Work by coursework and research report in Occupational Social Work , August 2017
In 2004 the Gauteng Provincial Government (GPG) introduced a health and wellness Programme to manage human risks that negatively influence work performance and the wellness of employees. A qualitative research study was conducted using phenomenology design to explore in-depth experiences of 13 EHWP Coordinators on the implementation of wellness management as one of the four pillars of the Department of Public Service and Administration (DPSA) integrated Employee Health and Wellness Strategic Framework (EHWSF), (2008). The EHWSF was created to rapidly transform the nature of holistic support to employees so as to mitigate individual and organisational risks within the public sector. The method of data collection utilised was face to face interviews, with the use of a semi-structured interview schedule as a tool to gather data. Purposive sampling was utilised and the sample selected from a population of twenty nine (29) GPG EHWP Coordinators based on an inclusion criteria. The collected data was analysed utilising thematic analysis to identify themes and patterns in the data, to contextualise and describe the findings. The main findings were the inconsistent understanding in terms of the implementation of the DPSA EHWSF wellness management among participants, which suggest that the programme is not fully implemented in GPG. The lack of capacity, dedicated budge, inconsistent structure and positioning of the programme as well as management support were some of the deterrents in implementing the full scope of the wellness management pillar. Although DPSA EHWSF promotes the integration of four pillars, the study found gaps with the practical implementation of the framework in particular the wellness management pillar which was the focus of the study, there was less emphasis on organisational wellness. The study concludes that the findings will contribute towards review of policy, framework and programme development.
XL2018

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Motsoeneng, Ramokhojoane Paul. "Recruitment policies and practices in the Department of Public Service and Administration." Diss., 2011. http://hdl.handle.net/10500/4758.

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The primary objective of this study was to evaluate recruitment policies and practices in the DPSA to determine challenges with the recruitment of competent and qualified candidates, since it is the custodian of human resources in the public service. Findings of this study revealed that if the DPSA’s well-crafted recruitment and selection policies were to be translated into practice, then the public service would be the employer of choice. This process could be hampered by the decisions taken by shortlisting and selection panels, which are reluctant to appoint candidates who are better qualified than them. The DPSA should create an enabling environment in which communication between management and non-management freely takes place without people being victimised. The findings of the study pointed to the necessity to invoke remedial measures and monitoring mechanisms that would ensure the effective execution of recruitment and selection policies and practices in the public service.
Public Administration
M.A. (Public Administration)

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Mataka, Themba. "The capacity for monitoring & evaluation systems in the North West provincial government departments." Thesis, 2016. http://hdl.handle.net/10539/20981.

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A Thesis submitted to the Graduate School of Public and Development Management in fulfilment of 50 percent of the requirement for the degree of Master of Management in Public Policy University of Witwatersrand, Johannesburg March 2015
The South African government has extended the constitutional mandate of the Auditor-general to cater specifically for performance information in the public sector, which has resulted in the rollout of a Government-wide Monitoring and Evaluation system designed to enhance efficiency, accountability and transparency in the public sector. This study investigated the capacity gaps and systems problems in the M&E systems that caused a majority of the North West provincial government departments to receive qualified opinion on performance information between 2010/11 and 2013/14 financial years. A qualitative approach was used, supported by interviews and documentary analysis to extract rich data. The capacity gaps and systems problems in the M&E systems in the provincial departments manifested themselves in the form of inadequate oversight role; poor leadership; malicious compliance; lack of approved M&E policies; lack of uniformity in M&E structure and location; lack of M&E skills, inadequate budget; lack of accountability and transparency. The overall conclusion of the study is that adequate oversight role and effective leadership, and political stability are central in the implementation process of M&E systems. Key recommendations of the study include amongst others capacitating the institutional oversight structures and leadership; approved M&E policies; streamline M&E systems; all programme managers should account for the M&E function; M&E systems should be fully resourced; and capacitate the M&E fora.

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Mohapi, Mmatsie Dorah. "Evaluation of service delivery in the office of the compensation fund, Pretoria." Thesis, 2012. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1000672.

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Thesis (MTech. degree in Local Government.)--Tshwane University of Technology, 2012.
The point of departure of this study is to evaluate service delivery in the Office of the Compensation Fund. The year 1994 ushered in a new era for South Africa. Since then, the South African Public Service has gone through a process of transformation. The introduction of new legislation regarding service delivery and transformation changed the manner in which the South African Public Service functioned. The main task of those in power is to transform the lives of all South Africans and this could be achieved by improving service delivery. Service delivery improvements have characterised government institutions and have not left the Compensation Fund behind. The primary objective of this research is to suggest ways of evaluating improved service delivery in the Office of the Compensation Fund.

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Pita, Nomalinge Amelia. "Succession planning: current practices, internal succession barriers and the relationship with intentions to leave within a public service in a developing country." Thesis, 2015. http://hdl.handle.net/10352/339.

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M.. Tech. (Human Resource Management, Faculty of Management Sciences), Vaal University of Technology
In today’s globally competitive and modern environments, organisational plans often fail due to the lack of succession planning. However, numerous organisations often fail to prepare for the inevitable departure of employees, especially in strategically high-level positions. Succession planning is a means of identifying critical management positions starting at lower level management and extending up to the highest position in an organisation. Unlike workforce planning, succession planning focuses more on advancing the employees’ skills in order to achieve the organisational objectives. There is no organisation that can exist forever in its present composition as there must be some form of succession or else the organisation will become obsolete. Succession planning plays an imperative role in today‘s competitive world. There are many factors that influence the stability of an organisational workforce, among which are illness and attrition. Another essential factor, which has taken the world by storm, is the retirement of the baby boomer generation in both in the private and the public sector. This is presenting a challenge within organisations, as they are going to lose talented and experienced employees and makes succession planning more needed more than ever before. Succession planning is an ongoing process that assists the organisation to align its goals with its workforce, as well as preserving the best talent for the future. It makes the organisation ready to face the challenges presented by the vacant key and critical positions. Succession planning is one of those human resource planning strategies utilised to forecast the talent demand that the organisation will require for achieving its future goals. The main purpose of this study was to examine the succession planning current practices and internal succession barriers, and determine their relationship with intentions to leave within the public service of a developing country. The research methodology used to conduct the study is a combination of a literature review and an empirical study. The probability sampling technique, which involves using simple random sampling, was utilised to select the sample for the study. The primary data were collected using a structured questionnaire. The measuringinstrument contained 25 items. The instrument was pilot-tested with 87 respondents one month prior to the main survey. The questionnaire was hand delivered to all the participants. For the main survey, data from 250 respondents were collected and analysed. Participants in the study involve officers, managers and directors in the public service of a developing country. Data were analysed with the Statistical Package for Social Sciences (SPSS) version 20.0. The Cronbach’s alpha coefficients of the various sections of the measuring instrument were computed to establish construct validity. Content validity of the scale was ascertained by pre-testing the questionnaire with employees in the public service. Exploratory factor analysis was conducted for variables in Section B of the research instrument. Convergent validity was assessed through correlation analysis using Pearson’s correlation coefficient in order to establish relationships between succession planning current practices and intentions to leave, as well as between internal succession barriers and intentions to leave the public service. Analysis was done using descriptive statistics on the demographics information of respondents. The results were also interpreted through the exploratory factor analysis, correlation and regression analysis. The results showed that two major factors of succession planning, namely replacement planning and grooming, correlate negatively with intentions to leave. The internal succession barriers also have a negative correlation with intentions to leave. Subsequent to these findings, it is recommended that the public service implement succession planning appropriately and eliminate the barriers thereof in order to retain its workforce. Based on the findings emanating from the empirical survey it was revealed that if succession planning is implemented appropriately and factors such as replacement planning and grooming are taken into consideration, employees holding key positions may be likely to be retained. Therefore, it was recommended that prior to undertaking succession planning a mission, vision and values that accommodate the contributions of employees should be developed. It was recommended also that when implementing succession planning, clear, transparent and objective criteria should be followed to achieve the optimal results. It is further recommended that the following succession planning best practices should be adopted by the public service to ensure that succession planning is implemented and practised successfully: Facilitation of an outside private consultant − for succession planning to be effective and rewarding in the public service it should be facilitated by an outside private consultant. Understanding of factors that influence succession planning − the public service should understand the necessity to know and address factors that influence willingness to share knowledge by employees. The study concludes by recommending that barriers that hinder succession planning should be avoided by adhering to the following suggestions: Longer terms of appointment should be provided for top public service employees Succession planning should be listed as one of the priorities in the public service strategic plan in order to be included in the budget Young vibrant and competent employees be motivated, groomed and prepared to apply for leadership or key positions in the public sector

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Boshomane, Lekau Godfrey. "Alignment of the emerging management development programme(EMDP) to the human resource development strategy for the South African public service." Thesis, 2011. http://hdl.handle.net/10500/5749.

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The focus of this research is to understand the relevance of the Human Resource Development Strategy for the functioning of South African Public Service and its implications for the Emerging Management Development Programme (EMDP). One of the main challenges of the Human Resource Development Strategy (HRDS) is its translation into well designed training programmes that are aligned with the goals and objectives of the strategy. The Emerging Management Development Programme (EMDP) is meant to be the translation and interpretation of the HRDS for public sector training and development on emerging management level. The intention of this study is to evaluate, analyse and understand the alignment of the EMDP with the Human Resource Development Strategy for the South African pubic service and subsequently suggest proposals for the possible improvement of emerging middle management development. The objectives of the research will be stated in the form of two critical questions:  What are the main directives in the Human Resource Development Strategy for the Public Service regarding management development in general, and the gaps in the design and development of the Emerging Management Development Programme (EMDP) in particular?  How does the design and development of the current EMDP meet the strategic vision for management development as envisioned in the Human Resource Development Strategy for the Public Service? The research methodology applied in this study, is a qualitative research approach. This approach focuses on phenomena that occur in natural settings, i.e. in the real world and involve studying those phenomena in all of their complexity which is used to gather data. This data is preserved in descriptive narratives. A qualitative research approach also uses mainly the constructivist-interpretive perspective. The key finding is that as much as the EMDP is comprehensive, it is however not yet aligned with the Human Resource Development Strategy of the South African Public Service. The recommendation is that the conversion of the objectives of HRDS-SA into the learning outcomes of the EMDP in order to provide a framework for a comprehensive base of competencies that inform the curriculation of the EMDP is important. This will ensure that the learners are able to benefit from a multitude of skills development activities in the programme and, in so doing, render them more purposeful to improve their impact on the skills challenges of the country.
Public Administration and Management
M. Tech. (Public management)

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Andries, Tina Akhona. "Relationship between the performance management system and improved productivity in a government department in Pretoria." 2014. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001601.

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M. Tech. Busness Administration
Existing research suggests that the Public Sector Performance Management Systems are used to some extent, in support of strategic planning and other governance and managerial functions. However, there is still a gap on the effectiveness of the performance management system. In recent years, organisations have implemented performance management because it leads to better organisational results as reported in many articles and case studies. However, there is little solid empirical evidence of the actual effects performance management has on the quantitative results of the public sector. This study aims to describe the results of a study that explores the quantitative research on the effectiveness of performance management and development in the Department of Cooperative Governance by examining the actual practices in performance management and discuss the rationale for performance management as well as the political and organisational factors influencing this process within this Department.

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Coetzer, L'Marie. "Gehaltekringe in deelnemende bestuur binne die Suid-Afrikaanse polisiediens." Thesis, 2012. http://hdl.handle.net/10210/6018.

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M.A.
The management of human resources is becoming increasingly important for the continued existence of South African organisations. Political, economic, technological and demographic pressure is forcing organisations to change. Employee involvement through the activation of small groups is of crucial importance to organisations that have to adapt to a fast-changing environment. Organisations must establish the necessary climate, structures and processes that effect teamwork, flexibility and quality service-rendering in a supportive way. Quality circles are an improvement intervention for organisations, which is based on the principle of participative management. Quality circles are aimed at improving individuals' working conditions through participative management, which will promote self-management in support of an organisation's objectives. The successful implementation of quality circles results in motivated employees who will give the organisation the necessary competitive edge to tackle challenges in a dynamic way. At a time when matters such as transformation, affirmative action and equal opportunities play an important part in the South African Police Service, training education and development are of cardinal importance. The correct implementation of the participative management style serves as the basis of an organisation's success. The quality circles technique sets guidelines for the correct implementation of the participative management style. The participative management style has a positive impact on performance, production, morale and job satisfaction. Numerous research findings prove that participative management does indeed make a difference. Quality circles represent a technique that facilitates the process of participative management. The need for an interventionist strategy to facilitate the process of development and change within the South African Police Service has been identified. This study subscribes the said need since its objective is to make recommendations that could be of value to the South African Police Service. An exploratory study was done with regard to the implementation of the participative management style in the South African Police Service. Data was gathered by means of questionnaires that were processed quantitatively, with the purpose of establishing to what extent the SAPS is experiencing the need for quality circles and which problems should be addressed by means of quality circles. Through this study the SAPS was made aware of the advantages and the functioning of the quality circles for the effective implementation of the participative management style. The recommendations are practical an could lead to increased productivity and job satisfaction. Qualitative data was gathered by means of and extensive literary study and quantitative data was gathered by means of questionnaires. The trustworthiness of the method of gathering the qualitative data was confirmed by means of literaturecontrole The reliability and validity of the method of gathering the quantitative data was confirmed by means of a factor analysis.

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