Dissertations / Theses on the topic 'Employment public service'
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1
Wikström, Johan. "Employment forecasting using data from the Swedish Public Employment Service." Thesis, KTH, Skolan för elektroteknik och datavetenskap (EECS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-239174.
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The objective of this thesis is to forecast the number of people registered at the Swedish Public Employment Service (Arbetsförmedlingen) that will manage to get employment each month and examine how accurate the forecasts are. The Swedish Public Employment Service is a government-funded agency in Sweden working to keep the unemployment rate low. When someone is unemployed or looking for a new job, he or she can register at the Swedish Public Employment Service. Being able to forecast well how many are expected to get employment could be useful when planning and making decisions. It could also be used as an indicator of how well the Swedish Public Employment Service manages to perform and thus how well the tax money is used. The models employed for forecasting were the seasonal autoregressive integrated moving average (SARIMA) and the long short-term memory (LSTM). A persistence model is also used as a baseline. The persistence model is a very simple model and the other models are therefore expected to outperform it. For the LSTM model, the use of both univariate and multivariate approaches will be explored in order to examine if the model can be improved with more data. Results from the experiments performed showed that a multivariate LSTM performed the lowest root mean squared error (RMSE) and is therefore considered the best model. However, the robustness of the model over time needs further research.Syftet med detta arbete är att göra prognoser på hur många av de registrerade på Arbetsförmedlingen som kommer att få arbete en viss månad och undersöka hur noggranna dessa prognoser blir. Arbetsförmedlingen är en skattefinansierad myndighet i Sverige som arbetar med att hålla arbetslösheten låg. När någon är arbetslös eller letar efter ett arbete kan man registrera sig hos Arbetsförmedlingen. Att kunna göra bra prognoser på hur många som kommer att få arbete skulle kunna vara användbart vid planering och beslutfattande. Det skulle också kunna användas som en indikator på hur väl Arbetsförmedlingen använder skattepengarna. De modeller som har använts är seasonal autoregressive integrated moving average (SARIMA) och long short-term memory (LSTM). En persistensmodell används också som baslinje. Persistensmodellen är en enkel modell och därför förväntas de andra modellerna prestera bättre. För LSTM-modellen kommer användningen av både envariabla och flervariabla tillvägagångssätt att undersökas för att testa om mer data kan förbättra modellen. Resultat från experimenten visar att det var en LSTM-modell med flera variabler som presterade lägst root mean squared error (RMSE) och anses därför vara den bästa modellen. Det behövs dock ytterligare studier för att undersöka modellens stabilitet över tid.
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Solo, Kholisani. "Security of employment in the public service in Botswana : a study of public service law and ethics." Doctoral thesis, University of Cape Town, 2000. http://hdl.handle.net/11427/9510.
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Includes bibliography.The main concern of this study is the law relating to the public servant in Botswana. It assesses the efficacy of both statutory legislation and common law principles in promoting tenure for public servants. The employment relationship between the servant and the state is considered starting from his/her entry into the service . Some "public" servants like the Attorney-General, Auditor-General, judges and magistrates have protected tenure. This tenure is constitutionally guaranteed. The Supervisor of Elections who has now been superseded by the Independent Electoral Commission also had such tenure, which was passed on to the Secretary to the Commission and the other members. The processes that follow appointment into the public service are considered. These processes are probation, promotion, suspension, discipline and dismissal. There are also other factors, which come into play once a public servant has been appointed. These factors include conventions and traditions governing his/her position as a public servant. In this regard, the study discusses the principle of political neutrality, permanency, anonymity, accountability and autonomy. These principles were passed on to the Botswana public service by the British who for some time ruled Bechuanaland Protectorate, as Botswana was then called. These principles are important in that as elections come and pass, the public service is expected to remain, surviving changes of government. Public service labour relations in Botswana are discussed within the context of International Labour Organisation standards. The relevance of Conventions no.87 and no.98 of the ILO on the right to form and belong to unions and within that union to bargain collectively and to strike are examined in the study. It is argued in the thesis that there is more security of tenure if there is a right to form and to belong to a trade union organisation, and within that union to bargain collectively and to strike. Other legacies of colonial rule in Anglophone African countries in the form of Public Service and Judicial Service Commissions are examined and their effect on tenure highlighted . Last but not least is the question of discipline and dismissal in the public service which is largely a matter of law. The study concludes that by and large the protection offered to public servants in Botswana is comparable to one enjoyed by private sector employees in Botswana
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Mojsoska-Blazevski, Nikica. "The public employment service, education and labour markets in Macedonia." Thesis, Staffordshire University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.431502.
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Corby, Susan Ruth. "Private sector norms and public service practices : employment relations in the Civil Service and the National Health Service." Thesis, University of Greenwich, 2003. http://gala.gre.ac.uk/6137/.
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This submission for a PhD by published work looks at employment relations in the Civil Service and the National Health Service( NHS) over the last decade and in particular at management/union relations, pay determination and equal opportunities. The focus of research over this period was the extent to which private sector norms are advocated by the State impacted on public sector practices: a) in the Civil Service compared to the NHS b) in employing bodies within the Civil Service(ie executive agencies and employing bodies within the NHS (ie NHS trusts). The submission is in three parts. First, the distinctions between the private and public sectors are discussed along with the change agenda pursued by successive governments since 1979 to make the public sector more like the private sector. Second, four key debates are rehearsed: whether the state as employer is no longer a 'model' employer, whether there has been trade union renewal; whether the public sector ethos has been undermined; and whether the accession of the Labour government in 1997 was a watershed in respect of public sector employment relations. Third, the author's contributions to these debates are demonstrated.
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Tooke, Samantha Jane. "Rubbish work : environmental service firms and the transformation of public service employment in British local government." Thesis, London South Bank University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.264866.
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Hutchinson, Jacquie. "Workplace bullying in Australian public service administrations." UWA Business School, 2008. http://theses.library.uwa.edu.au/adt-WU2009.0014.
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This is a study of workplace bullying policy in the public service. The research draws on interviews with policy actors from three groups located in four Australian states and one Australian territory. The groups are senior managers, policy implementors and employee advocates. The study is also informed by research and popular literature to examine how assumptions about what the problem is in workplace bullying dictates the direction taken in policy development. Unlike much of the research into workplace bullying that is based on psychological theorisations, this study is influenced by scholars who focus on the power imbalances that underpin workplace bullying. The key argument in this thesis is that the conceptual dominance of 'gender neutrality' operates to mask the gendered power imbalances which perpetuate bullying behaviour. Hence, to start to address workplace bullying, the effects of power must be acknowledged and addressed in the organisational policy responses to the growing phenomenon of workplace bullying. However, analysing the effects of power is insufficient if gender is not made visible in the analysis. The methodological touchstone for this is Carol Bacchi's 'whats the problem' approach (1999), which is taken further through feminist organisational theory, post modernist understandings of power realtions and a critique of New Public Management practices. The thesis shows how workplace bullying policies in Australian public service administrations have been carefully crafted as gender-neutral, and interweaves data and literature to develop a thesis for why such an approach is a deeply flawed outcome of gender politics. This thesis concludes with some modest suggestions about how organizations might more effectively develop more effective gender-sensitive approaches to workplace bullying.
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Mdintsi, Pindile Reginald. "Employment policies and practice in the public service: The case for affirmative action." University of Western Cape, 1998. http://hdl.handle.net/11394/7767.
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Masters in Public Administration - MPASouth Africa IS apartheid legacy of racial and class inequalities demands drastic and purposeful intervention. This is necessary because, blacks and women have, for decades, been discriminated against on the basis of race, gender and disability . Despite the advent of a democratic government, a large proportion of senior management positions in the public service of South Africa are still occupied by white, male Afrikaners who, in 1996 constituted 63 per cent of the management echelon. There is a need, therefore, to introduce a nation - wide , and systematic strategy in the public service to "normalise" this situation through programmes of affirmative action.
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Yao, Ming-Hung. "Fiscal Decentralization and Public Sector Employment: A Cross-Country Analysis." unrestricted, 2007. http://etd.gsu.edu/theses/available/etd-07282007-171452/.
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Thesis (Ph. D.)--Georgia State University, 2007.Title from title screen. Jorge L. Martinez-Vazquez, committee chair; Michael B. Binford, Neven T. Valev, Sally Wallace, Yongsheng Xu, committee members. Electronic text (134 p. : ill.) : digital, PDF file. Description based on contents viewed Oct. 4, 2007. Includes bibliographical references (p. 125-133).
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Colley, Linda Katurah, and n/a. "Myth, Monolith or Normative Model? Evolution of the Career Service Model of Employment in the Queensland Public Service 1859-2000." Griffith University. Department of Industrial Relations, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20050602.120554.
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Public services play an essential role in society, and every citizen uses them. They have traditionally been the principal means of implementing the political will, through policy development and implementation. Yet it is almost a national sport to criticise public servants. Their image is often poor, fed by television programmes such as Yes Minister. Common perceptions include that they have little real merit, do not work hard, are under little pressure to perform, are too powerful, are almost impossible to dismiss, and could benefit from some private sector experience. Such are the consequences of the career service model of employment that public servants enjoy. This thesis considers the much-maligned career service model of public sector employment relations, and asks how important it was, how it evolved, and why. First, it outlines the traditional understanding of public service employment, with its central tenets of merit, tenure, standardised conditions and political neutrality, all administered by an independent central personnel agency, and then explores the adoption, adaptation and reform of that model in three major western democracies - Britain, the United States and Australia. Then, it considers the implementation and evolution of that model in the Queensland public service from 1859 to 2000. The thesis argues that the traditional career service model was necessary to overcome problems of politicisation, corruption, insecurity and inefficiency that arose from the previous patronage model in the early 1800s. The model contained sound principles that were largely consistent with Westminster conventions, and were considered necessary for effective service in a political environment. Poor implementation of the model led to growing dissatisfaction by the late 20th century. However, rather than diagnose the problem as poor implementation and perhaps inadequate political leadership of the service, the career service model itself was found deficient, and was subjected to extensive reform through the weakening of its central tenets. The evolution of the career service demonstrates some circularity, as the problems of politicisation and insecurity that existed prior to the career service model begin to re-emerge.
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Bazinet, Renée. "Language, Gender, and Work: Investigating Women’s Employment Outcomes in Ottawa-Gatineau’s Federal Public Service." Thesis, Université d'Ottawa / University of Ottawa, 2021. http://hdl.handle.net/10393/41627.
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Women and men experience work differently owing to the gendered nature of work and workplaces, but there is limited insight into whether language and gender intersect to shape employment outcomes. This thesis project examines full-time employment in Ottawa-Gatineau to determine whether being French, English, or bilingual meaningfully influences employment status in the federal public service in terms of occupational attainment and employment income. A series of descriptive and inferential statistical analyses using the 2016 Canadian census are used to examine whether commuting patterns, occupational attainment, and annual employment income are significantly different across industrial sectors and between women and men, as well as between official language communities. The analysis reveals important differences in residential distribution between Anglophones and Francophones working in the federal public service as well as differences in commuting times, especially to suburban office locations. There are also important differences in occupational attainment and income attainment between women and men across official language communities, with women, especially francophone women, being more likely to occupy relatively low-pay administrative jobs in the federal public service compared to men or anglophone and bilingual women. In many ways, bilingualism in the federal public service is made real by the work of francophone women, although they are concentrated in some of the least-well paid occupations and stand to have ever more time consuming commutes as jobs are moved to suburban locations in Ottawa.
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Oodit, Sharlaine. "A review of the collective bargaining system in the public service with specific reference to the general public service sector bargaining council (GPSSBC)." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021029.
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ollective bargaining continues to play a prominent role in shaping employment relations in South Africa, without which the individual worker is powerless and in a weaker bargaining position against his employer. Collective bargaining can be described as an interactive process that resolves disputes between the employer and employee. In South Africa the advent of democracy was accompanied by numerous interventions to level the historically uneven bargaining field. Therefore in examining the history of collective bargaining in South Africa it is necessary to reflect on the state of labour relations prior and post the 1994 democratic elections. The study provides an overview of the practices and processes of public service collective bargaining in the old and new public service. The public sector accounts for a very significant proportion of employment in all countries around the globe, South Africa is no exception. Although the state as employer is in a stronger position than its private sector counterpart, the public employee is potentially also in a stronger position than its private sector counterpart. A defining characteristic of most government activity and services is that they are the ones available to the public. This means that industrial action which disrupts such services has a very significant impact on the public, serving as a substantial leverage in collective bargaining. The bargaining councils in the public sector which ensure the effectiveness of collective bargaining are maintained, are examined to provide a comprehensive understanding of the workings of these institutions. Some of the gains and challenges are also explored to provide a holistic picture of state of collective bargaining in public service. A comparison of countries seeks to analyse and compare globally the developments of collective bargaining in public administrations. The different political systems around the world have developed various labour relations processes in the public service, an examination of the approaches and mechanisms provides alternative ways of doing things. Recommendations are made regarding the changes that need to be made, as well as matters, which need to be analysed and examined further.
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Harrison, Kevin. "Measuring Access to Employment to Guide and Evaluate Public Transit Service Planning in New Orleans." ScholarWorks@UNO, 2016. http://scholarworks.uno.edu/td/2256.
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New software and technology is making it easier than ever before for public transportation planners to evaluate how quickly residents can reach jobs and other destinations. Because in the past it was difficult to measure access to opportunities, these concepts remained primarily in the theoretical and academic realms of research. This thesis reviews methods that could be used to evaluate routine bus service improvements and performs a comparative analysis of different methods in the context of New Orleans. There are many different variables in how the analysis could be performed, but this thesis focuses on the role that time of day plays in analyzing service changes. The results show that accessibility can be a very useful metric to evaluate the effectiveness of transit service changes. It goes on to explore techniques that could assist transit planners and schedulers to identify service gaps and prioritize service changes.
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Giroux, Carolyn (Carolyn Joan) Carleton University Dissertation Management Studies. "Correlates of attitudes towards women in management and employment equity programs for women in the public service." Ottawa, 1995.
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Moeti, KB, and D. Zondi. "The state of transformation in the South African public service: A case study of the National Department of Agriculture." Journal of Public Administration, 2010. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001177.
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Abstract
The exclusion of Africans, women and the disabled from employment and
active participation in the economy, has until recent years been a defining
characteristic of the South African private and public sectors. As far back as
the founding of the Union of South Africa in 1910, laws were passed to improve
the lot of the White minority at the expense of other population groups. Blacks,
women and the disabled were considered second class citizens not deserving
equal and fair treatment in employment or any other vital aspect of life. The
post-1994 democratically elected government inherited the negative legacy
of apartheid and thus found itself responsible for correcting the many societal
injustices and imbalances of the past.
This article investigates the progress made by the post-apartheid government,
if any, in promulgating and implementing policies to address the imbalances of the
past. More specifically, the focus of the article is on assessing the effectiveness with
which the Employment Equity Act, 1998 (no. 55 of 1998) is being implemented
in the public service. The study demonstrates that progress has been made in
employing Blacks and women, but not in employing the disabled. Possible causes
and remedies to address the poor representation of disabled persons in the public
service were also addressed. The former National Department of Agriculture is
used as a practical case study to add empirical evidence in support of literature
survey and anecdotal data.
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Pitts, Rudi. "Balancing employment equity goals with the state's duty to provide an efficient public service delivery / by Rudi Pitts." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9818.
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Al-Ghailani, Rashid M. "Equal employment opportunity in public office in principle and practice : an empirical study of the Omani civil service." Thesis, University of Hull, 2005. http://hydra.hull.ac.uk/resources/hull:5650.
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The conceptual focus of this thesis is equal employment opportunity (EEO) when applied to a public personnel management system. In particular it fills a void in evaluating the concepts of Representative Bureaucracy and Management Diversity in both principle and practice, and in comprehending the extent to which their objectives can be translated into practical recruitment procedures. Moreover, the importance of organisational context is crucial. The study investigates how the merit principle can be sustained in a work environment where culture adversely affects organisational efficiency and EEO issues. The Omani public bureaucracy was taken as a case study. The study evaluates whether merit recruitment is embedded into the HRM system as demanded by the country's 1996 Basic Law. Oman faces serious challenges that necessitate efficient recruitment policy that can lead to an effective workforce. On the economic front, while population is rising, oil reserves are decreasing. Thus, the hiring of qualified civil servants is now essential for the country's future development. Politically, the governing elite gather public institutions under their command and operate on informal, personalistic and tribally-oriented work values. The result is a personnel and administrative system where public posts are filled based on nepotism, favouritism and ascriptive criteria, rather than on the basis of achievement and merit. The study argues that the time for reform has arrived to deal with challenges efficiently. After building a generic model of merit-based HRM, analysing the context of the public bureaucracy in Oman, examining the functions of personnel laws and institutions, and evaluating current recruitment activity in both policy and practice, a field study was undertaken to answer the study's questions and to test its hypotheses. The findings suggest that a Weberian type of rational-legal bureaucracy needs to be established. Despite the argument of the collapse of this approach in some western liberal democracies public personnel systems, the research shows that the basic concept of merit still survives in professional practice in other parts of the world where cultural values and social norms are preserved in the work-place. It particularly 'fits' the Omani context and provides an efficient EEO approach. The study confirms that blind imitation of western approaches may not be applicable or useful in developing states. Finally, the theoretical implications of the research are highlighted, with specific recommendations to ensure responsiveness to the merit-based recruitment model adopted by the study. The thesis should be of interest to both students and practitioners of public administration in the Arab Gulf region in particular, and developing countries in general.
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Andrieux, Stéphanie. "Intermédiation entre employeurs et demandeurs d’emploi : le problème de légitimité du service public de l’emploi : Les contraintes structurelles et organisationnelles conduisant à une « trappe à légitimité » : Le cas de Pôle emploi et les conditions au changement du service public de l’emploi français." Thesis, Bordeaux, 2016. http://www.theses.fr/2016BORD0280/document.
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Dans un contexte de chômage fort dans toute l’Europe depuis de nombreuses années (taux moyenautour de 10%), la capacité à faire le lien entre l’offre et la demande d’emploi est cruciale etessentielle pour limiter le chômage.Les pouvoirs publics français ont consacré une attention particulière au service public de l’emploiqui a fait l’objet d’une transformation importante incarnée par la création de Pôle emploi en 2008.Force est de constater que cette réforme n’a pas permis d’atteindre les objectifs escomptés et queles critiques pleuvent sur l’inefficacité de cette nouvelle structure. La crise de légitimité de Pôleemploi s’illustre notamment par l’existence d’un écosystème « parallèle » de l’intermédiationoffre/demande qui s’est développé en marge du service public de l’emploi en regroupant unensemble d’acteurs spécialisés (cabinets de recrutement, sociétés d’intérim, etc.) et de servicesnumériques dédiés (job board - Monster, JobiJoba, Cadremploi, Le Bon Coin - ; réseaux sociaux –Linkedin, Viadéo - ; etc.) sur lesquels s’appuient les entreprises et les candidats pour répondre àleurs besoins. L’objectif de cette recherche est d’identifier les contraintes structurelles etorganisationnelles qui expliquent la crise de légitimité du service public de l’emploi français. Nostravaux ont également pour objectif d’illustrer, au travers du cas de Pôle emploi, le concept de« trappe à légitimité » qui s’applique, sous certaines conditions, aux organisations évoluant dansun contexte non concurrentiel. Nous proposons enfin d’en tirer des conclusions théoriques et desimplications managériales applicables à l’élaboration d’une stratégie de réforme pour lesorganismes du service public notammentIn a context of high unemployment across Europe for many years (average around 10%), theability to link job supply and demand is crucial and essential to limit unemployment.The French authorities have devoted particular attention to reform the public employment servicewhich resulted in a major transformation embodied by the creation of « Pôle emploi » in 2008. Itis clear that this reform has not achieved the desired objectives and many critics are on theineffectiveness of this new structure.The crisis of legitimacy of « Pôle emploi » is especially illustrated by the existence of anecosystem of intermediation between supply and demand that has been developed in the marginsof public employment service. It includes a set of specialist players (recruitment agencies,temporary employment agencies, etc.) and dedicated digital services (job board - Monster,JobiJoba, Cadremploi Le Bon Coin -; social networks - LinkedIn, Viadeo -; etc.) in which firmsand candidates rely on to meet their needs.The aim of this research is to identify structural and organizational constraints that explain thecrisis of legitimacy of the french public employment service. Our work also aims to illustrate,through the case of « Pôle emploi », the concept of "hatch of legitimacy" that applies, undercertain conditions, on organizations operating in a non-competitive environment. We finallypropose to draw theoretical conclusions and managerial implications applicable to thedevelopment of a reform strategy for public organizations
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Pick, Rodney. "Towards representativeness in local government: A study of skills development and training in the City of Cape Town." University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&.
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This research focused on affirmative action, equity in the workplace, skills development and training. It examined the manner in which policies and practices aimed at realising representativeness were implemented by the City of Cape Town. Reasons for the slow progress made at realising representativeness in the City of Cape Town were identified as well as the shortcomings of current policies, procedures and practices.
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Tinsley, Susan M. "Local Commitment to JOBS." Thesis, This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-09052009-040551/.
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Khamis, Emmanuel Abusingia. "An investigation into the recruitment procedures in the Public Service: a case study of the Ministry of Labour, Public Service and Human Resources Development- Republic of South Sudan-Juba." Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1006965.
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This document is a research report (Thesis) on the topic an Investigation in to the Recruitment Procedures in the Public Service a case study of the Ministry of Labour Public Service and Human Resource Development Republic of South Sudan. In line with the objectives, the study established a significant number of policies and legislations that guide recruitment in the ministry and in the South Sudan Public Service. The findings of the study revealed that recruitment procedures exist in the public service of South Sudan amidst challenges. The researcher provided recommendations to the challenges in the last chapter of this thesis. However, there will be a need for further research on some of the issues that affect recruitment in the ministry as provided by the respondents of this study. These issues are discussed in chapter four. Thus recruitment is very important to research on further in the Public Service of South Sudan so as to ensure efficient and effective service delivery through recruiting competent staff.
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Doerr, Cara. "The Gender Wage Gap of Civil Service Employees at Illinois Public Four-Year Universities." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/dissertations/1662.
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Johnsson, Linnéa, and Anna Wiman. "An analysis of the Swedish web accessibility law through two public sector websites : A comparative study on the Student Financial Aid,and the Public Employment Service." Thesis, Jönköping University, Tekniska Högskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48107.
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Purpose The purpose of this study was to investigate how well the law on accessibility is implemented, to find what implications there might be when accessing a website, and to find out how well a website needs to be adapted for it to be accessible. Method The researchers made a comparative study between the Swedish public sector desktop websites, the Student Financial Aid and the Public Employment Service. The method used was a combination of automatic and manual evaluation of the accessibility on the websites. In the Automatic Evaluation the free tool A-checker, and a color contrast tool was used to check the code from the WCAG framework 2.0 AA. In the manual evaluation the researchers conducted a heuristic evaluation based on the WCAG’s checklist, a survey with 60 participants, and user tests with 5 participants using assistive technologies such as only using the keyboard, resizing the text and disabling the CSS sheet. The tests provided an input on how the websites can be accessed with assistive technologies and what improvements could be made. Findings This research found by conducting a survey, that 43.3% were not aware of the accessibility law, and that 58.3% were not aware that they can complain to the supervisor authority if a website is not accessible. Because of the lack of knowledge, this might make it harder for companies to adapt their websites to be accessible. Further, the researchers found that since A-checker uses WCAG’s framework, it takes time to interpret what the recommendations actually mean. The other automated tool, the colour contrast tool was easy to interpret for the researchers, and the checklist from WCAG helped as a guide, even though the checklist was more time consuming. Implications The researchers were not able to find any participants with any of the disabilities which the thesis focuses on. Limitations In order to test the websites, the participants were using assistive technologies. The researchers could not get access to a screen reader, therefore the user tests were conducted by disabling the CSS sheet. In the survey, not enough participants with disabilities answered, therefore some of the results were discluded from the study. Keywords Web accessibility, Web inclusion, Web exclusion, WCAG
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Zovko, Davor. "Rapportering och kontroll i fokus : En studie av Arbetsförmedlingens utvärderingsverksamhet." Licentiate thesis, Örebro universitet, Institutionen för juridik, psykologi och socialt arbete, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-57585.
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The aim of this study was to explore evaluation in the Swedish Public Employment Service, with particular focus on how the use of evaluations looks like. The study consists of two studies. The first one is an analysis of the Employment Service’s all policy documents that describe or mention evaluation as well as an interview-study with all the management staff in one of the Employment Service’s local labor market units. The second study is a comparative study with analysis of the Employment Service’s entire evaluation production for the years 2010 and 2015. The results show that the Swedish Public Employment Service is a hierarchically controlled governmental organization with routines for effective communication of management's messages to all levels in the organization. Employment Service's evaluation is governed and implemented centrally and communicated from the top, down through the organization. Evaluations are mainly used as a routine for checking and reporting, as well as accounting to the government. Managers on a middle and local level find that much of the evaluation is about control, and that control is not adapted to needs of the everyday business on the local level. Evaluation activities are extensive. Evaluations seems to have become an end in itself, used in legitimizing purposes rather than as a tool for developing of the service to the clients. Half of the evaluations that the Employment Service carried out by their own, is regular evaluations. Almost all evaluations carried out by the European Social Fund Council in Sweden and “Samordningsförbund” (associations for coordination of social projects) are single occasion-evaluations. Legitimizing dominates the use of evaluation, both 2010 and 2015 in evaluating production. Evaluation for improving of the service to the clients is mentioned only in a small number of policy documents. Evaluations that includes the client’s perspective as well as proposals for change occurs to a limited extent in both 2010 and 2015. The Organization of the Employment Service's evaluation activities are heavily influenced by New Public Management's management philosophy.
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Zegeye, Yodit. "The Role of Leadership in Driving Change in the Public service: The case of Employment Equity in the Western Cape Education and Health Departments." University of the Western Cape, 2017. http://hdl.handle.net/11394/5945.
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Magister Administrationis - MadminThis research attempts to understand why the progress of achieving employment equity is slow by focusing on the role of leadership in driving change in the South Africa public service. Successful change and subsequent transformation depend on leaders who communicate the vision inherent in the change and convince people of the need for change, leaders who "walk the talk" by "living the vision" and successful implementation of laws such as EEA is dependent on the buy-in from leaders at the top and senior management levels. As a result, the thesis has critically reviewed and examined scholarly debates on the role of leadership and its influence on the implementation of laws and policies towards representativeness in the public service. The thesis further explored whether government departments (Western Cape Education and Health departments) are complying with the intentions and stipulations of Employment Equity Act of 1998 by specifically focusing on the nature of Affirmative Action measures being implemented.
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Dion, Fabrice. "Contractualisation et emploi public." Thesis, Paris 2, 2013. http://www.theses.fr/2013PA020023.
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Ce sujet de recherche appelle à s’interroger sur le statut le plus approprié pour les agents contractuels au sein de l’administration publique et par là-même, sur le régime de l’emploi public à adopter afin de l’adapter aux missions d’une administration moderne. A ce titre, deux options sont possibles : d’une part, la généralisation du statut de fonctionnaire ou du contrat à tous les agents publics ; d’autre part, la coexistence du statut et du contrat sous la forme de deux régimes strictement distincts, ou la recherche d’une harmonisation croissante entre eux, en adaptant cette coexistence à des missions spécifiques ou en les attribuant de manière indifférenciée quels que soient les postes ou les métiers exercés. Il y aura lieu d’apprécier quelle modalité de lien unira le contractuel à la personne publique, mais aussi, le cas échéant, le fonctionnaire à cette même personne. Cette étude s’attache à apporter des réponses à ces sujets. La première partie vise à déterminer les règles applicables à l’agent contractuel. Il s’agit de mettre en évidence l’existence de cet agent public particulier, en montrant l’émergence de cette notion juridique marquée par la diversité des statuts puis d’analyser le régime des contractuels, tant dans ses modalités de recrutement que dans les règles d’évolution du contrat, ce qui permettra de faire apparaître l’esquisse d’une carrière. La seconde partie analyse l’hybridation du statut et du contrat, caractérisée par une harmonisation de la protection des contractuels et des titulaires en termes de convergence des droits et de sécurisation de l’emploi, ainsi que par la nouvelle gestion de l’emploi public qui affecte l’ensemble des agents publics, selon deux logiques concomitantes, managériale et contractuelle. Il est finalement observé que si le droit de la fonction publique peut et doit conserver certaines spécificités, il ne doit pas pour autant évoluer en marge, voire à contre courant des évolutions contemporaines affectant l’emploi salarié de droit communThis research consists in a study about the most appropriate status for civils servants and more generally, people who work for public utilities. It appears that it is a twofold question: first, it might be possible that every worker could have the same status created by a contract or an administrative decision. Secondly, an other system could be enacted, the coexistence of a special status for some of them, and a contract for the others. If this second option is chosen, the question is which kind of harmonisation between the status and the contract. The aim of this thesis is to answer to these questions. The first part is an analysis of the conditions of the work of the people who are linked by the public administration with a contract. They are called “contractuels”. The notion and its regime are analysed (especially, the condition of the recruitment and the career of these workers). The second part of the thesis consists in a larger study. Because of the logic of competition and performance, and under the influence of Europe, public utilities have changed. Their missions are different. So the status of the people who work for these services has changed too. This new status is a mix of contract and traditional administrative rule. A new kind of management and a new public law appear. The differences between civils servants are less and less important and, in the same way, their similarities with workers from the private sector are more important
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Havlová, Irena. "Problémy nezaměstnanosti." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-150099.
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The aim of this thesis is to explore the area of unemployment and see how the unemployment rate has been affected by legislative changes in recent years. The first part deals with unemployment in general, describes the problems most vulnerable groups in the labor market have to face, illustrates the progress of the unemployment rate, but mostly relates to new legislation adopted in recent years, particularly changes in the Employment Act. The second part is focused on the newly established institution of public service. It deals not only with its own legislation, but also alludes to the practical problems that appeared after the introduction of public services. And for comparison, I also describe solutions from abroad and possible suggestions for improvement.
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Jamais, Gauthier. "Le contrat au sein de l’emploi public administratif territorial." Thesis, Lille 2, 2017. http://www.theses.fr/2017LIL20004/document.
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L’emploi public administratif territorial regroupe l’ensemble des agents publics travaillant pour le compte d’un service public administratif relevant de la compétence d’une collectivité territoriale ou d’un de ses établissements publics. Cet emploi, initialement conçu afin d’être majoritairement pourvu par des fonctionnaires, est en réalité occupé au cinquième par des agents contractuels dont la présence constante et incompressible déstabilise profondément l’édifice statutaire. L’emploi du contrat y est en effet révélateur de l’inadaptation du statut de la fonction publique à l’ensemble des missions de l’emploi public administratif territorial. La multiplicité et la banalisation des cas de recrutements contractuels l’attestent. Une contractualisation de l’emploi public administratif territorial pourrait permettre d’en assurer la modernisation. Plusieurs possibilités seraient alors envisageables: une privatisation de l’emploi public administratif territorial ou, au contraire, une amélioration du régime juridique actuellement en vigueur par l’accroissement de ses composantes contractuelles. La logique de carrière, véhiculée par la construction statutaire de l’emploi public depuis désormais plus de trente ans, serait alors nécessairement remise en cause. La présente thèse, après avoir établi l'inadaptation du statut de la fonction publique à l'ensemble des missions de l'emploi public administratif territorial, discute la faisabilité des réformes conjecturéesAdministrative jobs of local authorities cover all public employees working on behalf of an administrative public service managed by a local authority or one of its subsidiary. Those jobs, originally conceived to be mainly occupied by civil servants, are in fact occupied by a fifth of contract agents. Contract agents demonstrate that civil servants alone are not able to fulfill every tasks of local authorities. Contractualization could be a way to ensure modernization of those jobs: either a global privatization or an increase of their contractual components could be solutions. The career logic, used for more than thirty years, would then necessarily be called into question. This thesis, after having established that civil servants alone are not able to fulfill every tasks of local authorities, discusses the proposed solutions
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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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Zondi, Dumisani. "The effectiveness of the Employment Equity Act (Act 55 of 1998) in the public service with reference to the Department of Agriculture 2000-2006 : a South African perspective." Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/30366.
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The study involves an assessment of the effectiveness of Employment Equity Act, 55 of 1998 (EEA) in the South African public service, with specific reference to the Department of Agriculture (DoA) and problems the DoA encounters in realising the main objectives of the abovementioned Act. The research comprises both normative and empirical aspects of the EEA in the public service (specifically DoA). Employment Equity Act (Act 55 of 1998), in the agriculture sector has produced mixed results. There is a perception that the number of women in middle and senior management positions has slightly improved, as appears in the DoA organisational chart. Others perceive the Act as flawed in its design and implementation, due to the fact that the number of disabled employees in the middle and senior management levels is hardly visible on the organisational chart. The purpose of this research is to ascertain whether the DoA has been able to meet or implement the dictates of the EEA. Mostly, this research aims to look at ways in which the EEA can best be implemented, so that it functions as effectively as possible and to ensure that the Act yields the desired results. The fact that the DoA has not managed to reach the EEA target to employ disabled and women (though the number of women in senior positions has slightly improved) to senior positions, necessitates the need of this study. And mostly by the fact that EEA plays a pivotal role in ensuring equity in the DoA, which has in the past been perceived by some as the one dominated by a certain racial group. The specific objectives of this study are: - To explore difficulties that adversely impact on the effectiveness of the Employment Equity Act, 55 of 1998 in Department of Agriculture especially with regards to disabled officials.
- To determine if there is a disparity in the views of management and employees (both able-bodies and disabled employees) with regard to the effectiveness of Employment Equity Act, 55 of 1998 and problems experienced.
- To established levels of satisfaction of employees (designated groups)with the Employment Equity Act, 55 of 1998 and employees within the work environment.
Dissertation (MAdmin)--University of Pretoria, 2010.
School of Public Management and Administration (SPMA)
unrestricted
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Berhuet, Solen. "Les chômeurs et les intermédiaires de l'emploi : Une sociologie dynamique de leurs trajectoires au sein d'une Maison de l'Emploi." Phd thesis, Conservatoire national des arts et metiers - CNAM, 2013. http://tel.archives-ouvertes.fr/tel-00840497.
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Ce travail est le résultat d'une enquête à dominante qualitative menée entre 2007 et 2012 dans une Maison de l'Emploi. À partir d'une centaine d'entretiens semi-directifs et d'observations en continue, nous nous sommes attachés à comprendre comment se construisent les rapports des chômeurs aux intermédiaires de l'emploi. Nous avons ainsi échangé (de manière formelle et informelle) avec des conseillers et des chômeurs au sujet de leurs usages et attentes à l'égard du Service Public de l'Emploi. Cette recherche a été réalisée dans un contexte de fortes mutations institutionnelles (mise en place des Maison de l'Emploi en 2005, fusion du réseau des Assedic et de l'ANPE en 2008 et généralisation du RSA en 2009). Ces réformes visent notamment à simplifier les modalités de coordination entre les opérateurs du marché du travail et à simplifier les démarches des chômeurs tout au long de leur recherche d'emploi. Dans cette thèse, nous nous sommes intéressés aux différentes implications de la mise en œuvre des Maisons de l'Emploi. Dans une première approche, nous avons retracé les restructurations du paysage de l'emploi dans une perspective socio-historique. Nous avons porté une attention particulière aux partages des responsabilités entre l'État et les collectivités territoriales dans la définition des politiques publiques en matière d'emploi. Dans la seconde approche, nous nous sommes interrogés sur la place et le rôle des Maisons de l'Emploi au sein du Service Public de l'Emploi élargi. Sur la base de neuf monographies, nous avons cherché à comprendre la spécificité de leur champ d'action au regard des autres acteurs de l'emploi, ainsi que les articulations concrètes qui s'opèrent entre eux. La troisième approche traite plus directement des itinéraires administratifs des chômeurs au sein du maquis des intermédiaires de l'emploi. Nous y retraçons leurs démarches, ainsi que leurs rapports aux institutions au travers d'une analyse dynamique de leurs trajectoires institutionnelles. Cette option méthodologique nous a permis de mettre en évidence cinq profils idéal-typiques de chômeurs ; profils qui se construisent de manière itérative, au gré des effets d'interactions cumulées avec les acteurs de l'emploi.
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Sánchez, Reyes Christian. "The Prohibition of Salary (in Particular) and Economic Content(in General) of Collective Bargaining in Public Employment: An Exercise of Evaluation of Judicial Reasoning." Derecho & Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/117480.
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From a jurisprudential analysis of several judgments of the Constitutional Court, the author tries to show a new perspective based on a dynamic vision of a Social State and Constitutional Law, which ones require a fundamental presence of judges in the deliberation of court cases related to the prohibition on collective bargaining in the case of public employment, in order to show the scope of axiological protection that labor law should take in situations such as public employment and lack of funds in order to achieve equality between public and private employment , thus avoiding overt discrimination.A partir de un análisis jurisprudencial de diversas sentencias del Tribunal Constitucional, el autor intenta presentar una perspectiva basada en el cambio de visión de un Estado Social y Constitucional de Derecho que exige una presencia fundamental de los jueces en la deliberación de los casos referentes a la prohibición de la negociación colectiva en el caso del empleo público, para con ello demostrar el ámbito de protección axiológica que debe asumir el derecho laboral frente a situaciones como el empleo público y la falta de presupuesto para lograr una igualdad entre los empleos públicos y privados, evitando así, una discriminación manifiesta.
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Prina, Sophie. "Le marché du travail Rhône-Alpes/Piémont, un marché concret." Thesis, Lyon 2, 2012. http://www.theses.fr/2012LYO20043.
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La mondialisation et l’européanisation impliquent de plus en plus une gestion à un niveau régional et local des marchés du travail transfrontalier. Dans ce cadre, le projet Interreg « travail sans frontière » Rhône-Alpes/Piémont constitue un laboratoire interrégional de la construction européenne du marché du travail. La coopération des services publics de l’emploi et de leurs acteurs, issue d’un modèle centralisé pour la France et décentralisé pour l’Italie, participe à la construction sociale du marché du travail Rhône-Alpes/Piémont. C’est à travers une sociographie et une modélisation de ce marché du travail que sont mises en exergue les logiques d’actions singulières des institutions et de leurs acteurs. Le marché du travail Rhône-Alpes/Piémont est spécifique, de part l’héritage dynamique qui l’a produit, les structures actuelles qui le portent et les perspectives de développement que lui offre sa position transfrontalière. La spécificité de l’espace frontière créé dans le cadre de ce type de coopérations se nourrit de la complexité des maillages institutionnels et de la non harmonisation des services publics au niveau européen. Le modèle fourni par l’analyse repose sur une quadruple hypothèse : c’est un marché des professions, un marché de service public, un marché transfrontalier et un marché transitionnel. Le modèle ainsi élaboré est spécifique et peut être transposé à d’autres systèmesGlobalization and Europeanization are involving a more local management for the cross-border labour market. In this framework, the Interreg project between Rhone Alpes and Piemont called “working without borders” is a real interregional laboratory for the european labour market construction. The public employment services cooperation and their actors steming from a centralized model in France and from a decentralized one in Italy are participating in the social construction of the Rhone-Alpes - Piemont labour market. This is through the labour market modeling and sociografy that are pointed up the peculiar processes of the different institutions and of their protagonists. The Rhone Alpes-Piemont labour market is very specific one, due to the dynamic heritage which created it, the current structures bearing it and the expansion prospects that its cross border position enables. The specificity of the border space created in the framework of this type of cooperations is fed by the complexity of institutional meshings and the lack of synchronization of public utilities on the european field. The model provided by the analysis relies on a quadruple assumption: this is a market of professions, a market of public utilities, a transborder market and a transitional market. Consequently, this model is specific and can be transposable to any other system
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Lidman, Evelina, and Nina Bergkvist. "Erfarenheter av utveckling inom arbetsterapi vid Arbetsförmedlingen i Sverige." Thesis, Luleå tekniska universitet, Institutionen för hälsovetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-74202.
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Purpose: To describe occupational therapists experiences of development in occupational therapy at The Swedish Public Employment Service. Method: The study was conducted using qualitative interviews. Thirteen occupational therapists working at The Swedish Public Employment Service participated. The occupational therapists had a geographical spread throughout Sweden. Collected data was transcribed and analysed according to qualitative content analysis. Result: Data resulted in five categories as follows: To work with development of scientific methods, Importance of feasibility to competence development, Cooperation as a part of the improvement work, Preconditions to be person-centered and Importance of continual evaluation to improve actions. The occupational therapists describes in these categories various supportive and hindering factors at to what extent they had preconditions to carry out and develop occupational therapy at The Swedish Public Employment Service. Supporting factors were described as well-developed methods, a person-centered approach and intern cooperation. Obstructing factors were described as defective coordination between social actors in the community, insufficient evaluations, limited possibilities to competence development and implementation of research. Conclusion: This study contribute to knowledge of occupational therapists preconditions to development of methods and improvement work. The study shows that it is a lack of knowledge and a need of research is required to illustrate the role of occupational therapists within vocational rehabilitation at The Swedish Public Employment Service.Syfte: Att beskriva arbetsterapeuters erfarenheter av utveckling inom arbetsterapi vid Arbetsförmedlingen i Sverige. Metod: Studien genomfördes med kvalitativa intervjuer. Tretton arbetsterapeuter med anställning vid Arbetsförmedlingen deltog. Arbetsterapeuterna hade en geografisk spridning över hela Sverige. Insamlad data transkriberades och analyserades enligt kvalitativ innehållsanalys. Resultat: Data resulterade i fem kategorier enligt följande: Att arbeta med utveckling av vetenskapliga metoder, Betydelsen av möjlighet till kompetensutveckling, Samverkan som en del i utvecklingsarbetet, Förutsättningar till personcentrering samt Betydelsen av ständig utvärdering för förbättrade åtgärder. Arbetsterapeuterna beskriver i dessa kategorier olika faktorer som stöttade och hindrade i vilken utsträckning som de hade förutsättningar att utföra och utveckla arbetsterapi vid Arbetsförmedlingen. Stödjande faktorer beskrevs bland annat som välutvecklade metoder, ett personcentrerat arbetssätt och interna samarbeten. Hindrande faktorer beskrevs som undermålig samverkan med samhällsaktörer, bristande utvärderingar samt begränsade möjligheter till kompetensutveckling och implementering av forskning. Slutsats: Studien bidrar till kunskap kring arbetsterapeuternas förutsättningar till utveckling av metoder och förbättrande arbetssätt. Studien visar på en kunskapslucka och behov av forskning kring ämnet är nödvändigt för att belysa arbetsterapeuters roll inom den arbetslivsinriktade rehabiliteringen vid Arbetsförmedlingen.
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Abdelsalam, Safa Musa Abdelrasoul. "Impact of gender differences and cultural values on women’s promotion prospects in the public sector of selected countries in sub-Saharan Africa." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2796.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.This literature-based case study investigated the influence of gender differences and cultural values on women’s promotion prospects in the public sector of three sub-Saharan countries, namely: the Democratic Republic of Congo, Nigeria and Sudan and provided a framework designed to facilitate the implementation of women’s promotion prospects in the public sector. Worldwide, women employed in the public sector are stereotyped and discriminated against by being by-passed for high-level positions by men who consider themselves more capable employees. As such, women are overlooked for promotion and encounter the ‘glass ceiling’, which hampers their efforts at accomplishing their career goals. Equality in promotion will improve women’s living conditions and benefit society. While studies have been conducted on several women’s issues, none has focused on how gender differences and cultural values affect women’s promotion in sub-Saharan Africa. This gap needs to be addressed. The design of the study was qualitative as it provides insights into the phenomenon studied. The data collection method was desk research, owing to financial constraints that did not allow for travelling to collect primary data. The study found that gender discrimination exists in both society and the public sector workplaces in the Democratic Republic of Congo, Nigeria and Sudan as a consequence of multi-ethnicity, religion (Sharia law) and war in the Sudan, particularly. The effects of cultural values on promotion and employment in these countries are palpable. The process of how women are promoted to leadership in the public sector is, however, unclear. The study also revealed that in a country like Rwanda, where equal gender opportunities exist socio-economically, fast economic growth and enhanced societal living conditions have been realised. Women’s promotion and well-being is strongly related to the elimination of poverty and the enhancement of living conditions such as reduced child starvation and death. Equality and empowerment of women is now globally accepted as a core human right that needs to be sustained. In this direction, a comprehensive framework for the implementation of gender policies on women’s promotion prospects was developed.
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Eriksson, Fredrik. "Arbetsförmedlingens kulturpolitiska betydelse : En idéanalys av den svenska kulturpolitikens roll inom arbetsmarknadspolitiken." Thesis, Karlstads universitet, Institutionen för samhälls- och kulturvetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-34011.
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The aim of this paper is to research and discuss the role the cultural politics play for the Swedish employment office (Arbetsförmedlingen) and the meaning culture politics have within the labour market policy. A research has shown that Arbetsförmedlingen evaluates unemployed cultural workers differently than regular registered jobseekers. From an instrumental perspective on political implementation this can be considered as an anomali. Arbetsförmedlingen’s mandate derives from the government and its authority is a tool for carrying out state policy. A study, conducted on how Arbetsförmedlingen handles matching of culture jobseekers in the labour market can therefore be utilized as guidance towards possible answers regarding the state’s cultural policy in general. The problem formulation presented above led to the following inquiry: Does Arbetsförmedlingen have a cultural political assignment appointed by the government? Furthermore, what does the answer to the question imply regarding the Swedish cultural policy? A descriptive analysis of ideas are applied in order to examine governmental political documents and Arbetsförmedlingen’s regulations. The inquiry has generated a no answer for its question. Arbetsförmedlingen does not have a cultural political assignment. The governmental organization has primarily a labour market political mission and in this context it signifies that it balances the cultural labour market. The result indicates that the Swedish cultural policy are presently diverting from the traditional Swedish model, where the state had a closer relationship to the culture and the culture workers.
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Vives, Claire. "L’institutionnalisation du recours aux opérateurs privés de placement au cœur des conflits de régulation du service public de l’emploi (2003-2011)." Thesis, Paris 10, 2013. http://www.theses.fr/2013PA100145/document.
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Les partenaires sociaux gestionnaires de l’assurance chômage en faisant appel à des opérateurs privés de placement ont une double ambition : accélérer le reclassement des chômeurs et étendre leurs prérogatives en matière d’aide au retour à l’emploi. L’introduction expérimentale de l’externalisation cristallise alors les conflits de régulation du service public de l’emploi entre régime paritaire, opérateur public et services du ministère. Les enjeux du service public de l’emploi se concentrent sur les évaluations dans la mesure où les acteurs ont la conviction que les résultats pourraient influer sur l’avenir de l’externalisation. L’absence de démonstration de l’efficacité supérieure des opérateurs privés n’entrave toutefois pas leur institutionnalisation. La nouvelle configuration institutionnelle issue de la fusion de l’ANPE et des Assédic en 2008 est marquée par une reprise en main par l’Etat. Toutefois, l’externalisation du placement et son institutionnalisation se poursuivent avec de nouveaux objectifs. L’opérateur public se réapproprie l’externalisation pour la mobiliser comme variable d’ajustement, signe de sa position de domination qui confine à un nouveau monopole. Cette recherche se situe au croisement de la sociologie de l’action publique, de la sociologie des relations professionnelles et de la sociologie économique. Elle montre l’introduction de formes de concurrence au cœur du service public de l’emploi. La régulation concurrentielle pour réaliser la mission de placement, loin de constituer un projet politique en soi correspond à un outil pour mettre en œuvre des conceptions différentes du service public de l’emploiSocial partners in charge of unemployment benefits follow two ambitions when outsourcing to private providers: to shorten the unemployment period for unemployed persons and to expand their prerogatives on return to employment activities. Introducing outsourcing experiments crystallises conflicts of public employment service regulation between the institution jointly managed by employee and employer representatives, the public operator and the State services.The main stakes of public employment service regulations revolve around evaluations as the stakeholders are convinced that evaluation results could have a decisive impact on the future of outsourcing.However, institutionalisation is not hampered despite the fact the claimed greater effectiveness of private providers is not demonstrated.The merge of ANPE and Unédic give birth to a new institution where the State has more power than before. Despite these changes, institutionalisation of outsourcing carries on with new objectives. The public operator reclaims outsourcing to mobilise private providers as an adjustment variable reflecting its dominant position verging on a new monopoly. This research leans on public policy analysis, industrial relations theory and economic sociology. It demonstrates the introduction of competition within public employment service. Far from being a political plan in itself, competitive regulation to achieve placement is a tool to implement different visions of public employment service
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Frugis, Maurizio Raffaele. "Les pouvoirs de l'employeur public en droit comparé franco-italien." Thesis, Paris 2, 2014. http://www.theses.fr/2014PA020027/document.
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L’objet de cette thèse est une comparaison entre les dispositifs de gestion du personnel des administrations publiques françaises et italiennes, afin d’explorer leur efficacité et d’identifier les principaux problèmes qui émergent à la suite de leur application. La loi italienne assimile le dirigeant à l’employeur privé. Il est donc le titulaire formel et substantiel des prérogatives de l’employeur public. En ce qui concerne les relations de travail, à l’exception de normes spéciales de droit public qui sont à l’intérieur du Texte unique de l’emploi public, le législateur renvoie à la négociation collective et aux mêmes règles qui régissent la relation de travail au sein de l’entreprise privée. Dans la fonction publique française le droit du travail est inapplicable . Toutefois, on remarque l’influence réciproque de celui-ci et du droit de la fonction publique. Il n’y a pas de place pour la négociation : le fonctionnaire doit accepter le régime juridique imposé par l’employeur public. En dépit des apparences et malgré deux différents régimes juridiques, les deux systèmes en évoluant montrent toujours davantage de ressemblances, notamment en ce qui concerne les outils de gestion du personnel, le recours aux contractuels et le rôle de la négociation collective. Il se trouve que la souplesse dans la gestion des ressources humaines n’est pas nécessairement liée à la forme juridique de la relation de travail des fonctionnaires. Le choix unilatéralisme/négociation, régime de droit public ou de droit privé est mal posé. Même le statut constitue un cadre souple, ce sont plutôt certaines pratiques politiques et administratives qui causent des dysfonctionnements. Pour gagner en efficacité, il ne s’agit pas, pour l’Italie, de supprimer la privatisation de l’emploi public, et non plus pour la France de supprimer le régime statutaire. Il se trouve que les deux administrations publiques n’utilisent pas toutes les possibilités offertes par les normes. Il faut investir sur les ressources humaines afin que les hauts fonctionnaires deviennent de vrais managers, plutôt que de continuer à envisager sans cesse des réformes radicalesThis research consists in a comparison between the legal instruments of human resource management in the French and Italian public service sector. The objective is to evaluate their efficacy and uncover the main problems linked to their implementation. In the Italian public service sector, the manager is assimilated to the employer found in private firms. The link between the public servant and the administration is first regulated by a specific law, then by collective bargaining and labour law. In the French system, labour law isn’t applied to the public service sector. However, labour law has an influence on it, and vice versa. Collective bargaining doesn't have any formal rule because the civil servant must accept conditions imposed by the administration. Despite appearances, throughout their evolution the two systems seem to increasingly resemble each other, particularly in the realm of human resource management legal instruments, the use of temporary jobs and the rule of collective bargaining. It seems that flexibility in human resource management isn’t necessarily associated to the nature – public, private or mixed - of the link between the public servant and the administration. The choice between unilateralism and negotiation, administrative law and labour law doesn’t matter so much. Though French statute law is flexible, there are some political and administrative customs which are damaging. In both Italy and France, public administrations do not need to ignore - respectively - privatisation and statute law in order to become more effective. It seems that public administrations do not use all the possibilities offered by existing laws. They have to invest in human resources in order to transform office directors into real managers, rather than to continuously work on useless or damaging radical reforms
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Kängström, Ulrica. "Funktionsnedsättningskod hos Arbetsförmedlingen – en analys av en arbetsmarknadspolitisk konstruktion." Thesis, Linnéuniversitetet, Institutionen för socialt arbete (SA), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-58102.
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Mtebele, Nozibele Sweetness. "Assessing the implementation of the Employment Equity Act in the public service with specific reference to the appointment of women to top management positions: a case study of the Eastern Cape Provincial Administration." Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/d1015154.
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The Employment Equity Act, No 55 of 1998forms part of the transformation legislation aimed at promoting equity, and eliminating discriminatory and unfair treatment in the workplace. The South African government has developed a comprehensive policy framework that promotes equity while supporting the advancement of women to managerial positions.An area of consideration for this study is the representation of women in top management positions in the various departments of the Eastern Cape Provincial Administration.This study examined the legislative framework and progress that has made in the appointment of women to managerial positions in the South African public service and, in particular, the Eastern Cape Province. A comparison between the 2012 and 2013 Eastern Cape employment equity reports shows that there is slow progress in the implementation of employment equity. Although both South African men and women are well represented in the economically active population, women hold a relatively small percentage of top management positions. This study, through an in-depth review of literature, identified barriers to the implementation of employment equity in the Eastern Cape Provincial Administration.The Eastern Cape employment equity reports were analysed. The purpose of this analysis was to find the strengths and weaknesses, and successes and failures in the implementation of the Employment Equity Act and related legislation. The final part of this studyprovided an in-depth discussion and recommendations regarding the barriers and weaknesses of the South African employment equity system that have been highlighted throughout the study.
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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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Codron, Émilia. "Entre accompagnement et activation des personnes éloignées de l'emploi issues des quartiers prioritaires : le cas du dispositif "Mobilisation Orientation vers l'Emploi" (MOVE) à Marseille." Thesis, Aix-Marseille, 2021. http://www.theses.fr/2021AIXM0601.
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En se focalisant sur le dispositif Mobilisation orientation vers l’emploi (MOVE) déployé à Marseille, cette thèse s’attache à analyser le traitement institutionnel des personnes dites éloignées de l’emploi issues des quartiers prioritaires de la politique de la Ville (QPV). À partir d’une approche ethnographique couplée à des traitements statistiques, elle analyse ce que le dispositif produit, par-delà son objectif prescrit visant à faire le lien entre les personnes éloignées de l’emploi et le service public de l’emploi (SPE). La première partie replace le dispositif dans son contexte socio-historique. Conçu initialement par des centres sociaux soucieux de répondre à un besoin alors mal couvert, il est ensuite repris en main par les pouvoirs publics en vue de s’inscrire dans leurs interventions en matière d’insertion et d’emploi destinées aux QPV. La deuxième partie interroge les catégorisations du public cible, en les confrontant aux caractéristiques sociales des personnes effectivement reçues, qui cumulent les difficultés d’accès à l’emploi. Le recours au dispositif MOVE apparait comme le pendant d’un usage partiel et intermittent du SPE.La troisième partie analyse les valeurs et les pratiques des animateurs MOVE, en charge de la mise en œuvre du dispositif. Relevant de l'éducation populaire, ils les opposent fréquemment à celles des conseillers en insertion du SPE, alors même que l'observation révèle des situations de travail partenarial. Finalement, le dispositif MOVE permet de lutter contre le non-recours au SPE mais aussi d’œuvrer à l’extension du droit à un accompagnement plus adapté aux personnes reçues qui s’avèrent être bien souvent très vulnérablesFocusing on the MOVE program (Mobilization Orientation toward Employment) implemented in Marseille, this thesis analyzes the institutional treatment of people called “distant from employment” living in disadvantaged areas. Using an ethnographic method mixed with statistical analysis, it strives for understanding what the program produces, beyond its prescribed objective which is connecting people called “distant from employment” to the Employment Public Service. The first section contextualizes the program MOVE. Initially designed by community centers, then it is taken over by the institutions in charge of “politique de la Ville” and reframed in order to match with their own devices. Nevertheless, the program remains flexible, multi-stakeholder, and is able to adapt to local specificities. The second section questions the categorizations of the program’s target group, confronting them with the social characteristics of people who effectively use the program. It emerges that the use of the MOVE device is the counterpart of a partial and intermittent use of the public employment service.The third section analyzes the values and the practices of the facilitators in charge of implementing the program. They refer to values of “popular education”, and oppose them to those of the Employment Public Service’s counselors. The observation of their work in progress reveals in fact partnership practices. Ultimately, the MOVE program allows to struggle against non-recourse to Employment Public Service, but also to extend the right to a more adapted guidance for people who generally are vulnerable
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Tomasson, Hannes. "Reformeringen av Arbetsförmedlingen : En kvalitativ studie om marknadisering av offentlig verksamhet." Thesis, Linnéuniversitetet, Institutionen för statsvetenskap (ST), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-90956.
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Marketisation reforms has for a long time been a recurring and debated phenomena, which has recently blossomed by the reform proposal of the Swedish Public Employment Service presented in the so-called “January-agreement”. The aim of this qualitative study is therefor to examine the reform proposal of the Swedish Public Employment Service presented in the “January-agreement” and relate this to marketisation. This will in this study be done by theory consuming of first George Sörensen theory about the impact of globalization on the welfare state, to give a broad view of the cause of marketisation. Then Patrik Halls definition of marketisation within NPM, to explain the meaning and effects of marketisation. And finally, Bo Rothsteins description of the market-equal model, to examine how the creation of legitimacy can be seen as a motive for the reform. The conclusions show that marketisation can describe the reform proposal presented in the January-agreement, which can be seen as a creation of public constructed market with a distinct client focus. Further, the market-equal model shows how the low public confidence for the Swedish Public Employment Service can be seen as a strong motive for some type of marketisation in other to create an increased legitimacy.Marknadisering har länge varit ett återkommande debatterat ämne, som nyligen blommat upp genom reformförslaget av Arbetsförmedlingen i det så kallade Januariavtalet. Målet med denna kvalitativa studie är därför att förklara och analysera reformförslaget i Januariavtalet och relatera det till marknadisering. Det görs i uppsatsen genom en teorikonsumering av först George Sörensens teori om globaliseringens påverkan på välfärdsstaten, som används för att ge en bredare syn av orsaken till marknadisering. Sedan kommer Patrik Halls definition av marknadisering inom NPM användas för att förklara innebörden och effekterna av marknadisering. Till sist används Bo Rothsteins förklaring av den marknadslika modellen, för att förkalkar hur reformförslaget kan motiveras utifrån en legitimitetsaspekt. Uppsatsens huvudsakliga slutsatser är att marknadisering kan förklara reformförslaget i Januariavtalet, som kan ses som ett skapande av en offentlig marknad med tydligt kundfokus. Utifrån den marknadslika modellen kan Arbetsförmedlingens låga förtroende ses som ett strakt motiv för någon form av marknadisering för att skapa legitimitet.
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Dessein, Sophie. "Des travailleuses et travailleurs associatifs au coeur de la modernisation de l'Etat : le cas du service public de l'emploi pour les chômeurs en situation de handicap." Thesis, Paris 1, 2020. http://www.theses.fr/2020PA01E052.
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Cette thèse étudie la manière dont l’État se reconfigure à travers le secteur associatif. Elle prend appui sur une étude de cas, celui du service public de l’emploi « Cap Emploi » destiné aux chômeurs en situation de handicap, créé en 2005 et déployé par des associations. Tirant partie de plusieurs méthodes (observations par monographies et par immersion dans trois Cap Emploi, entretiens, statistiques ethnographiques, travail documentaire), l’intérêt de cette thèse est d’étudier les pratiques professionnelles selon trois dimensions : l’organisation du travail, les propriétés des usagers et les caractéristiques des travailleurs. Une première partie de la thèse porte sur la « mise en gestion » progressive de ces associations dans le cadre de leur contractualisation avec l’État et à l’aune du référentiel du New public management. Une deuxième partie fait état de la difficile conciliation entre volonté de personnalisation des politiques sociales du handicap et logique gestionnaire qui sous-tend l’activité Cap Emploi. On y étudie le processus de catégorisation et de tri des chômeurs montrant un phénomène d’« éviction » et de « mise en flux » à l’égard des personnes souffrant de handicap psychique. Enfin, la troisième partie de la thèse est consacrée à l’étude de ces travailleuses et travailleurs associatifs en tant que « nouveaux visages du service public ». On y approfondie leur rapport au travail et à l’emploi, au regard d’une analyse en termes de trajectoire et de genre. On étudie notamment leur ajustement ou désajustement à la tension entre deux logiques de travail, relationnelle et gestionnaire, inhérentes au métier de conseiller lorsqu’il est exercé dans ce type de structure hybrideThis thesis intends to show how the State reconfigures itself through the associative sector. It is based on the study of the public employment service “Cap Emploi” for unemployed and disabled people, created in 2005 and carried through associations. I conducted an ethnographic survey in three Cap Emploi, using several observation scales and ethnographer tools (observations, interviews, ethnographic statistics, documentary work). I studied different elements of variation in professional practices, in the light of work organization, properties of users, and properties of workers. The first part of the thesis deals with the progressive implementation of management tools imported from the private sector, in these non-profit organizations, as a result of their contractualization with the State. It shows how the “New Public Management” is carried out in this non-profit sector. A second part relates the uneasy conciliation between an effort to individualize and an effort to rationalize (following a managerial logic) social policies. It studies the unemployed ranking process according to their expected employability, and shows that the different types of sorting of the beneficiaries primarily concerns people suffering from a psychological handicap. Finally, the third part of the thesis is devoted to the study of these association workers, the “new face of public service”. It studies their position toward this kind of hybrid organization, combining an analysis in terms of trajectory and gender
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Berisa, Saha, Evelina Cras, and Arlinda Rexhepi. "En väg in i arbetslivet : En studie av nyanländas arbetsintegrering ur arbetsförmedlingens perspektiv." Thesis, Högskolan i Borås, Akademin för vård, arbetsliv och välfärd, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-13953.
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Arbetsförmedlingen har i uppdrag att matcha personer ut på arbetsmarknaden. 2015 skedde flyktingkrisen från Syrien och med det kom många flyktingar till Sverige. Arbetsförmedlingen fick i uppdrag att etablera de nyanlända på arbetsmarknaden. De skulle stödja de nyanlända genom att underlätta etableringsprocessen. Syftet med uppsatsen är att fördjupa förståelsen för hur arbetsförmedlare ser arbetet med etableringsuppdraget. Empirin för studien är hämtad via en kvalitativ studie i form av intervjuer. Det är sex olika handläggare på tre olika kontor som har intervjuats. Empirin har analyserats utifrån new public management, det strukturella perspektivet och humankapitalteorin. Med teorierna som underlag har vi kunnat dra slut slutsatsen att arbetsförmedlarna ser seriöst på uppdraget och försöker hjälpa de nyanlända ut på arbetsmarknaden med alla resurs de har.The Employment Service main mission is to match people into the labor market. In 2015, the refugee crisis took place from Syria and many refugees came to Sweden. The Employment Service was commissioned to establish new arrivals in the labor market. The main mission would be to support the new arrivals by facilitating the establishment process. The purpose of this study is to deepen the understanding of how the workforce sees the work on the establishment assignment. The empires for this study are obtained through a qualitative study in the form of interviews. There are six different administrators at three different offices that have been interviewed. To analyze the empirics from a theoretical point of view we have chosen three different theories based on new public management, structural perspective and human capital theory. With the theories as a basis, we have come to the conclusion that the mediators look seriously at the mission and they try to help the newly arrived in the labor market, with all the resources they have. This study is written in Swedish.
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Peralta, Prieto Julia. "Den sjuka arbetslösheten : Svensk arbetsmarknadspolitik och dess praxis 1978-2004." Doctoral thesis, Uppsala University, Department of Economic History, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-7354.
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The 1990s were a period of economic crisis and mass unemployment. The dissertation shows that in the labour market policy guidelines in the period 1978–2004, a dichotomy was constructed between, on the one hand, a group of unemployed described in positive terms as potentially able to gain new employment, and, on the other hand, a group – referred to in the dissertation as the Others – whose exclusion and marginalisation were seen as permanent.
Unemployment has not always been defined as a social problem. The nature of the problem of unemployment has been understood and conceptualised differently over time. Frames of interpretation contribute to the construction and/or reproduction of categories of unemployed within the context of active Swedish labour market policies. The point of departure for the study is that the definition of social problems is a complex process of social construction. It is an active process of re(construction), in which certain problems become perceived as social problems while others are not.
The flexibilisation of the labour market, and of labour market policy, is an institutional and discursive process that leads to new categorisations and otherings on the labour market.
In the wake of the 1990s crisis, and of the more structural transformation of the Swedish labour market, a group of long-term unemployed has emerged. In the official guidelines of the labour market policy, the recommendations are to treat this group within the framework of the measures and activities that earlier applied to groups with disabilities. In this process, the structural labour market problem becomes defined politically in terms of individual disabilities. This is not only a process of individualisation, but also a process of medicalization. In this manner, unemployment, and particularly long-term unemployment, becomes analogous to disability.
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Bekwa, Noluvuyo Margaret. "Assessing reasons for non-compliance to the requirements of the Employment Equity Act no. 55 of 1998 : case study of the dietetics department within Tygerberg Hospital." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85573.
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Thesis (MPA)--Stellenbosch University, 2013.ENGLISH ABSTRACT: The relevance of employment equity has been widely debated. This study is of the view that affirmative action is the core factor in realising compliance to and implementation of employment equity. The study was aimed at investigating why Tygerberg Hospital has not complied with the implementation of the Employment Equity Act (EEA) No 55 of 1998 specifically with regards to the field of Dietetics. Research questions have been formulated, relying on literature which includes guiding legislation and policies. Recruitment and selection processes applicable to the dietetic department were analysed and linked with the consulted literature. Role of transformation in transforming the institution was part of the study to ascertain the scope of transformation in managing diversity within Tygerberg Hospital. A combination of data collection tools was used in the study, including interviews and questionnaires to better understand the underlying reasons of non-compliance. The fundamental findings of the study showed that even though policies and legislation had been formulated, there are underlying issues to be addressed by the institution, such as language barriers and personal perceptions of the institution which could subsequently be improved through effective diversity management strategies. It is recommended that the institution will have to come up with a short-term, measurable plan to ensure compliance such as an institutional employment equity plan, appointment of a transformational officer who will focus on managing the institutional diversity management, and an internal capacity building unit to carry out institutional training and development as opposed to the current system. To ensure monitoring and evaluation compliance on employment equity, it is recommended that the responsibility be linked to the performance plan of the senior managers as well as the line manager of the dietetic department. By so doing failure to comply will result in a poor performance assessment outcome of the delegated authority, compliance enforced through departmental disciplinary procedures.
AFRIKAANSE OPSOMMING: Die toepaslikheid van billike indiensneming is al wyd gedebatteer. Hierdie studie is die mening toegedaan dat regstellende aksie die kern faktor is om nakoming van en die implementering van billike indiensneming te bereik. Die studie was daarop gemik om ondersoek in te stel waarom Tygerberg Hospitaal nie voldoen het aan die implementering van die Indiensneming Gelykheids Wet No 55 van 1998 nie, spesifiek met betrekking tot die veld van Dieetkunde. Vrae in die navorsing was geformuleer, gebasseer op literature wat rigtinggewende wetgewing en beleid insluit. Werwing en seleksie prosesse van toepassing in die Dieetkunde Departement was ontleed en gekoppel aan die toepaslike literatuur. Die rol van transformasie in die transformering van die inrigting het deel uitgemaak van die studie om die omvang van transformasie te bepaal, rakende die bestuur van diversiteit binne Tygerberg Hospitaal. ‘n Kombinasie van data versameling metodes was in die studie gebruik. Dit het onderhoude en vraelyste ingesluit om die onderliggende redes vir nie-nakoming te verstaan. Die fundamentele bevindinge van die studie het getoon dat ongeag die feit dat beleid en wetgewing geformuleer was, daar onderliggende aspekte was wat by die inrigting aangespreek moet word, soos taal-hindernisse en persoonlike persepsie oor die inrigting en wat gevolglik verbeter kan word by wyse van ‘n effektiewe uiteenlopende bestuursstrategie. Dit word aanbeveel dat die inrigting navore moet kom met ‘n kort-termyn en meetbare plan ter versekering van ‘n institusionele billikheidsindiensneming plan, die indiensneming van ‘n Transformasie Beampte wat sal fokus op bestuur van die inrigting se diversiteit en ‘n interne eenheid om die vermoë van die inrigting se opleiding en ontwikkeling uit te voer in teenstelling met die huidige sisteem. Om monitoring en evaluasie van billike indiensneming te verseker, word dit aanbeveel dat dié verantwoordelikheid gekoppel word aan die werkverrigtingsplan van Senior Bestuurders asook dié van Lynbestuurders van die Dieetkundige Departement. Mislukking om hieraan te voldoen sal lei tot ‘n swak werkverrigting evaluering resultaat van die aangewese outoriteit. Voldoening hieraan sal afgedwing moet word deur departementele dissiplinêre prosedures.
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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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Ranström, Susanne. "Samverkan mellan Arbetsmarknadsenheterna och daglig sysselsättning LSS : Möjligheter och hinder." Thesis, Karlstads universitet, Institutionen för samhälls- och kulturvetenskap (from 2013), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-68118.
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ABSTRACT The aim of this study was to examine advantages and barriers that can appear when the municipal employment service and daily activity center work together in close collaboration. The study is based on semi-structured interviews with managers and employees in three municipalities in Värmland. The questions were: How does the municipal employment service and the daily activity center work together? Are the respondents experiencing any barriers in the collaboration processes between the municipal employment service and daily activity center? Are the respondents experiencing any advantages when the municipal employment service and daily activity center work close together? If so, are the advantages primarily economical, professional or individual? Does the collaboration processes in the three municipalities reflect the factors that supports as well as impedes collaboration that Danemark and Kullberg´s identified in their report (1999)? The results are analyzed from the new-institutional theory by Grapes (2006) and the factors that support and impede collaboration by Danemark & Kullberg (1999). The study shows three completely different ways of collaboration. In Hagfors the two sectors collaborate primarily in daily job tasks, in Grums there are no collaboration at all and in Kristinehamn they collaborate at some extent regarding external work training sites. Furthermore, the results show some of the barriers the municipalities experience such as inadequate information, differences in knowledge as well as economy. The respondents could see great advantages for the individual in enhanced quality, teamwork among staff and in work performance. The summary that compiles factors who supports and impedes collaboration shows that in comparison, Hagfors is best prepared when it comes to collaboration between the two sectors and Grums is least equipped for working together.
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Glinsner, Barbara, Birgit Sauer, Myriam Gaitsch, Otto Penz, and Johanna Hofbauer. "Doing Gender in Public Services: Affective Labour of Employment Agents." Wiley, 2018. http://dx.doi.org/10.1111/gwao.12263.
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The restructuring of state bureaucracies into service organi
zations and the new welfare state paradigm of activation
have changed the work requirements of front-line workers
in public employment agencies across Europe. Public
employment agents are less engaged in bureaucratic labour,
but have to perform service work. They use affective means
to motivate and to monitor and sanction jobseekers. This
article provides evidence that these transformations in Aus
tria, Germany and Switzerland did not suspend the gender
ing of public service work. We discovered four typical
modes of affectively enacting the state: both male and
female employment agents follow feminized service work pat
terns or masculinized entrepreneurial norms. To prevent a
possible loss of their professional status, some employment
agents reinterpret affective labour as professional service
work that demands high expertise. Others resist the activa
tion paradigm by performing traditionally feminized care work
or by still adhering to affect-neutral male bureaucratic work.
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Spielberger, Bernt. "Ledarskap på distans och medarbetares psykosociala arbetsmiljö : En kvalitativ intervjustudie med medarbetare som jobbar på Arbetsförmedlingen." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-30856.
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Background and Aim: Development and digitalization of contemporary work life means that leadership at a distance becomes commonplace practice in an increasing number of organizations. Which affects leader prerequisites to handle their followers psychosocial work environment. This study´s aim was to explore office workers perceptions of how leadership at a distance affects their psychosocial work environment. Methods: Ten informants (coworkers) from the Swedish Public Employment Service were interviewed using semi-structured questions and their narratives were analyzed using inductive content analysis. Results: The analysis resulted in three salient sub-themes which were Equality, Contraposition, and Losses. These sub-themes resulted in a main theme that expresses how leadership at a distance holds potential for improved psychosocial work conditions. If leaders acknowledge the increased autonomy employees expect from a remote leadership. And cooperate with their employees to compensate for the losses that accompany physical distance. Leadership at a distance also contains risks when the contact between leadership and employee doesn´t compensate for the losses that comes with physical absence. Which can lead to a psychosocial work environment where employees experience alienation, feelings of disregard and a lack of support. Conclusions: Leadership at a distance seems to create opportunities for employees to experience an improved psychosocial work environment, through a more autonomous everyday work environment. Including an opportunity for peer relation with their manager. With physical distance follows a loss of inter-human contact and fewer possibilities for a manager to perceive their co-workers everyday work environment. Meaning conditions where managers become dependent on their employees in a new way, not only for task performance, but for being able to handle psychosocial work conditions. Even if remote leadership seems compatible with a satisfying psychosocial work environment. The work place needs to make an effort for leaders to be present in new ways that facilitates psychological and functional closeness. In a way that allows managers to provide the freedom employees expect from a distance leadership along with the attention they need. Without letting their own control needs lead to detailed control and increased monitoring which may lead to a negative psychosocial work environment. Examples where leaders, and organizations as a whole, needs to reconsider new ways are: How to achieve availability, managers insight into the everyday work environment, building relationships that facilitate trust, and communicate clear expectations. Key Words: Leadership at a distance, remote leadership, psychosocial work environment, Swedish Public Employment Service, qualitative content analysis