Thèses sur le sujet « Appointment to office »

Business Administration/Accounting
Ph.D.
Implementation of the Sarbanes-Oxley Act and recovery in IT spending after the dot-com bust in 2002 have enhanced the Chief Information Officer's (CIO's) role and needed skills. The CIO significantly influences strategy implementation and firm performance through the management of IT resmyces. I posit that firms must appoint a CIO with an appropriate background (technical versus business) that is aligned with their strategic positioning (differentiation versus cost leadership) for IT resmyces to support the firm's strategy. I find that differentiators (cost leaders) are more likely to appoint a CIO with a technical (business) background. Notably, firms announcing aligned CIO appointments (technical CIOs for differentiators and business CIOs for cost leaders) have superior investor reactions. Second, I take the first step to understand the impact of CIO's education on determining their compensation. I find that CIO education characteristics are significant determinants of CIO compensation, addressing the ongoing debate regarding the desired CIO education. Furthermore, drawing on Agency theory, I separately examine salary and bonus due to their divergent roles in rewarding and incentivizing ability and effort. My findings suggest that CIO education characteristics strongly determine CIO salary whereas firm financial performance measures strongly determine CIO bonus, consistent with salary rewarding CIO ability and bonus incentivizing CIO effort. Third, I investigate the relationship between data breaches and Chief Information Officer (CIO) turnover. Executive turnover literature finds that CEOs and CFOs turnover when they fail to meet financial performance expectations. Unlike CEOs and CFOs, CIOs are directly responsible for IT performance and I argue that CIOs are more likely to turnover when they fail to meet their performance expectation as reflected by data breaches. Following previous work, I classify system breaches into system glitch, criminal attack, human error and other. I document that system glitches increase the likelihood of CIO turnover by two-fold. Furthermore, I find that the impact of system glitches on CIO turnover lasts for two years.
Temple University--Theses

This study examined the validity of the Minnesota Multiphasic Personality Inventory (MMPI) as a predictor for police officer selection. The MMPI profiles of 212 police officer applicants selected to enter the training academy were compared to the standardized MMPI norms. Significant differences between the police officers and the normative population were found on all but two scales. When the average profile of officers still on the police force was compared with the average profile of terminated officers, two scales were significantly different. Significant correlations were obtained between four MMPI scales and the academy score criterion and two scales each for the commendation and supervisory rating criteria. A prediction equation was developed for academy score using multiple regression analysis.

The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date.

The study examined the validity of using the California Psychological Inventory (CPI) as a tool for police selection. The mean CPI profile of 211 police applicants was first compared to that of the CPI norms. Five performance criterion measures--retention on the job, academy grades, supervisory ratings, commendations, and reprimands of police officers--were studied to investigate their relationships with the CPI scales. The results indicated that there were significant mean differences on all the CPI scales between police applicants and CPI norms. The scale of Flexibility significantly differentiated the criterion groups of retention on the job. The CPI was useful in predicting academy performance; however, it did not correlate well with job performance as measured by supervisory ratings, commendations, and reprimands.

Why do some businesspeople run for political office, while others do not? Sending directors into elected office is one of the most powerful but also resource-intensive ways firms can influence policymaking. Although legislative bodies are populated with businesspeople in countries worldwide, we know little about which firms decide to invest in this unique type of nonmarket strategy. In response, I argue that businesspeople run for elected office when (1) they cannot trust that the politicians they lobby will represent their interests and (2) their firms have the resources available to contest elections. My theory predicts the probability of politician shirking (reneging on their promises) depends on whether rival firms have representatives in parliament and political parties are capable of enforcing informal quid pro quo agreements. Evidence to test my arguments comes from an original dataset of 8,829 firms connected to candidates to regional legislatures in Russia from 2004-2011. I find that both greater oligopolistic competition and weaker political parties incentivize businessperson candidacy, while the ability to cover campaign costs depends on the level of voter income and firm size. Do firms with directors holding elected political office then benefit from political connections? Using the same dataset but restricting the analysis to elections in single-member districts, I next employ a regression discontinuity design to identify the causal effect of gaining political ties, comparing outcomes of firms that are directed by candidates who either won or lost close elections to regional legislatures. I first find that a connection to a winning politician can increase revenue by roughly 60% and profit margins by 15% over their time in office. I then test between different mechanisms potentially explaining the results, finding that connected firms improve their performance by gaining access to bureaucrats and reducing information costs, and not by signaling legitimacy to financiers. Finally, winning a parliamentary seat is more valuable for firms where democratization is greater, but less valuable when firms face acute sector-level competition. This finding suggests that the intensity of economic rivalry, rather than the quality of political institutions, best explains the decision to send a director into public office.

A LEADERSHIP PROFILE OF THE SUCCESSFUL TRANSITIONAL PASTOR: A DELPHI STUDY Michael Austin Kramer, Ph.D. The Southern Baptist Theological Seminary, 2018 Chair: Dr. Michael S. Wilder Over the last fifteen years denominational decline coinciding with megachurches led by iconic pastoral personalities has changed the playing field of pastoral transition. The current pastoral succession conversation has addressed the pastor’s responsibility in succession and provided snapshots of functional transitional plans. The question that now needs addressed is, “What does it take to be a transitional leader?” or “What is the leadership profile of a successful transitional pastor?” While the current literature contains hints at what the traits of a successful transitioning leader should be, these characteristics have yet to be statistically identified. Once systematically studied these traits would allow an individual to measure and improve areas of perceived growth. The purpose of this qualitative analysis of the characteristics of successfully transitioning pastors is to statistically identify the traits of a successful transitional pastor to prepare pastors to become transitional leaders. To accomplish this a qualitative study was prepared. Chapter 1 provides the need for the study—pointing to a void in the literature surrounding pastoral transition, specifically the identification of characteristics of successfully transitioning pastors. Chapter 2 reviews the current literature and distills 27 characteristics identified in pastoral, secular, and academic writings. Chapter 3 outlines the research design, which utilizes a Delphi study engaging an expert panel. Chapter 4 provides analysis of the Delphi panel results including a successful transitional pastoral profile and a transitional pastor competency model. Chapter 5 offers research applications noting the statistical prominence given to followership and confusion surrounding disciple-making, the statistical importance of the characteristics of willingness to let go of authority, concern for the church, and emotional maturity, as well as statistical implications for the use of a successful transitional profile and competency model for self-assessment, church leadership, and academic training.

The Creation of employment Abstract (in English) The topic of this dissertation is the creation of employment. Employment is undoubtedly by far the most important, and in practice, the most widely used employment relationship. Therefore, the topic of employment creation is still current, socially important and piques the interest not only of the professional but also of the general public. Employment is the basic and also the most common employment relationship (labour relationship). It is the means through which the employer hires manpower for the execution of particular tasks, and for the employee, it is then a source of income to provide for his needs. Thus, an employment relationship represents a contractual and binding relationship in which one participant (employee) undertakes to perform paid work for the other participant (employer). The main goal of this dissertation is a detailed analysis of the Characteristics of issues related to employment in an effort to determine whether the legislation on employment meets the current needs of this legal issue. In addition it analyzes shortcomings and formulates amendments or proposals de lege ferenda. The structure of this dissertation also corresponds to the above stated goal. This dissertation characterizes the position of labor law in the legal system and...

Text in German and English
This MTh dissertation is about the meaning and change of the pastoral position and role as it is reflected in pastoral theological literature of the last thirty years. For this purpose different concepts of work satisfaction are described and applied to the pastoral context. Furthermore, results of empirical investigations among ministers in German speaking and various other countries are discussed and aspects of job satisfaction of pastors are presented. This is followed by an investigation of changing expectations regarding the pastoral role which affect the job satisfaction of a minister. A comparison of two church orders (1991 and 2003) from Chrischona Switzerland demonstrates the changing job descriptions of pastors within a freechurch denomination. The final chapter is a discussion of some pastoral theological consequences of the relation between changing job descriptions and job satisfaction.
Practical Theology
M.Th. (Practical Theology)

碩士
國立臺灣海洋大學
海洋法律研究所
103
Police officers are the main source to maintain social orders. To keep society stability, to promote police officers’ service quality and to get their well performances, it is necessary to be done on the police appointment system. The methods of discussion document, comparative analysis and case study are adopted to study police officers’ appointment system. Collecting the academic studies about the police education, training, operating characteristics, professional freedom and examination equal rights makes us differ police officers’ appointment system from the other domestic enforcement officers and foreign policemen. That could help us find the improvement of Two-Track out. Moreover, many admission staff took action to file the lawsuit for their rights after the successful appeal, that the Ministry of the Interior never follow the conclusion. Two-Track is put into practice in 2010, examinee are arranged according to their educational backgrounds. Being qualified or not is the new issue, and it is worth to pay our attention to the following lawsuit. In conclusion, to sum up with suggestions to improve the current appointment system.

碩士
國防大學
戰略研究所
106
In 2016, the "dual-track" police appointment system in Taiwan has caused fairness disputes, which caused the Control Yuan to initiate ainvestigation. The results of that investigation suggested the police department to initiate a system reform with more professionalism and fairness for adjusting the police officers' examinations so as to nurture the police force. In the light of similar cultural on both sides of the Taiwan Strait, this article used institutional research approaches, followed with classification, literature analysis, and comparative research methods to classify the police officer’s appointment system models of different countries, and then use that to compare the appointment system of Taiwan and Mainland China in order to provide some useful recommendations. This study found the training-oriented “Examination-Training-Appointment” system has become the mainstream to Western and North-East Asia countries, such as Britain, German, the United States, Japan, South Korea, etc. Moreover, Germany has developed a new strategy of combining higher police education with diplomas. Taiwan and Mainland China both have a well-developed police education system. In order to response the changing social environment, both sides have adopted the "dual-track" police appointment system of “Education -Examination-Appointment” and “Examination-Training-Appointment”, the first one has been mainly used by both sides. However, there are still some differences between Taiwan and Mainland China in terms of police education, examination, training, and appointment. After a lengthy discussion, this article argues that the "Examination-Education-Appointment" system, which combines the traditional police education and civil service examination system could be the best model for Taiwan’s police officer’s appointment system and the educational training model emphasizing actual combat abilities which has been adopted by Western and North-East Asia countries is also worth to take a deep look.

This thesis contends that the pastoral role is significant to the effective functioning and well-being of the church. Therefore, the initial selection of a pastor is a vital component and contributes to those desirable outcomes. The question being considered within this thesis is: What are the factors within a church hiring process which may play a role in successful or unsuccessful pastoral ministry? As there are many variables even within this process, the scope of this thesis is limited to the identification and selection of pastoral leadership from the perspective of the pastoral participants. This perspective is drawn from one denominational association in Ontario —the Fellowship of Evangelical Baptists (FEB hereafter) within the Central region of Canada. In examining this question, an empirical, mixed-methodology is used. The triangulation of a literature review, surveys, personal interviews and a biblical, theological treatment allowed for the most comprehensive perspective and treatment of the research question (Leedy, 2010, p. 99). There is a significant amount of inductive reasoning included, based upon personal interactions within cultural contexts and experiences. This is due to the inadequacy or lack of current theories and available literature relative to the question being studied. This motivates me towards the inclusion of a grounded theory methodology as a component of this study (Leedy, 2010, p. 142). Hiring the right pastor is a challenge at the best of times. As the church struggles to respond to a rapidly changing and diverse culture it presents greater challenges. Rates of pastoral turnover are high and the general duration of pastoral ministry is low. This, in turn, impacts ministry effectiveness. This study of hiring practices and pastoral experiences begins to identify elements as to why some pastors are successful and others are not. It allows for the reflection and consideration of whether the church is, what I have termed, “Equipping the Called, or Calling the Equipped”. There is cause for hope, as there always is within God’s church. This thesis identifies concerns, as well as some positive practices and experiences that can be helpful to inform practice and potential change. As Osmer acknowledges, “observing good practice in other congregations is a powerful source of normative guidance” (Osmer, 2008, p. 152).
Practical Theology
M. Th. (Practical Theology)

碩士
國立政治大學
行政管理碩士學程
95
Abstract In the global environment of acute competition, how to acquire and upgrade their core competence to take the advantage of competence becomes an important issue for enterprises, governments and Public-Management scholars. This research begins with the strategic human resources management theory and then study the experience how the public and private establishments, in Taiwan or overseas, promote and construct their core competence. Furthermore, we analyze the roles, functions and core value of the ethics officers of the public establishments in Taiwan from the view of core competence. And by deeply interviewing the high-level ethics officers in North Taiwan, we study what kinds of core competence a high-level ethics officer should have and what they have already to give suggestions to the ethics establishments. This research exploits approaches such as survey and analysis on theoretical literatures, observation on reality and depth interview. The scope of the objects we study is confined to the high-level ethics officers, in North Taiwan, on-the-job and with excellent performance. We hope that this research can found what kinds of core competence the high-level ethics officers should have and give suggestions to the ethics establishments for their further reference regarding establishing policies of fostering, planning and training high-level ethics officers.

Д’ячков Д.С. Принципи організації та діяльності прокуратури України в умовах її реформування: дис.. … канд. юрид. наук. Одеса, 2018. 225 с.
Дисертацію присвячено комплексному дослідженню питань принципів організації та діяльності прокуратури України в умовах її реформування. З’ясовано генезис принципів організації та діяльності прокуратури, визначено основні завдання судово-правової реформи щодо реформування прокуратури, теоретичну основу для розуміння поняття принципів організації та діяльності прокуратури, змісту окремих принципів. Зроблено висновок щодо доцільності диференціації принципів організації та діяльності прокуратури як єдиного поняття на принципи організації та принципи діяльності прокуратури. Сформульовано власну систему принципів організації та діяльності прокуратури. Значної уваги присвячено дослідженню змісту окремих принципів організації та діяльності прокуратури, роль та місце кожного з принципів у системі принципів прокуратури. За наслідками дослідження зроблено низку нових наукових висновків щодо принципів організації та діяльності прокуратури, розроблено та надано пропозиції щодо удосконалення норм чинного законодавства України про прокуратуру.
Диссертация посвящена комплексному исследованию вопроса принципов организации и деятельности прокуратуры Украины в условиях ее реформирования. Установлено, что основной задачей современного этапа реформирования прокуратуры является интеграция ее в судебную ветвь власти, которая осуществляется путем реформирования функциональных и организационных основ прокуратуры. Результатам проведенного в Украине реформирования функциональных основ прокуратуры является лишение ее функции надзора за соблюдением и применением законов, трансформация функции представительства интересов гражданина или государства в суде, задекларировано лишение прокуратуры функции досудебного расследования в будущем. Результатам проведенного реформирования организационных основ прокуратуры является сокращение количества органов и штатной численности работников, создание Специализированной антикоррупционной прокуратуры, внедрение конкурсных начал в замещении должностей прокуроров, введение института прокурорского самоуправления. На основании изучения классификаций принципов организации и деятельности прокуратуры выделены общие принципы, которые распространяются на все отношения по организации и деятельности прокуратуры (принципы верховенства права, законности, демократизма, гуманизма), принципы организации прокуратуры, касающиеся построения прокуратуры (принцип системности построения органов прокуратуры, принцип конкурсного замещения должностей прокуроров, принцип прокурорского самоуправления, принцип прозрачности организации прокуратуры) и принципы деятельности прокуратуры. Последние представляют собой подсистему, в которую входят общие принципы деятельности прокуратуры (принципы осуществления функций прокуратуры исключительно прокурором, независимости прокурора при осуществлении функций прокуратуры, политической нейтральности прокуроров при осуществлении ими функций прокуратуры, недопустимости незаконного вмешательства прокуратуры в деятельность органов законодательной, исполнительной и судебной власти, неуклонного соблюдения прокурором требований профессиональной этики и поведения), принципы деятельности прокуратуры в сфере уголовно-процессуальных правоотношений (принципы презумпции невиновности и несменяемости прокурора в сфере уголовного производства) и принципы деятельности прокуратуры во внеуголовном судопроизводстве (принципы обоснованности обращения прокурора в суд с иском в интересах государства и процессуального равноправия прокурора во внеуголовном судопроизводстве с другими участниками процесса, их равенства перед судом). Указанная классификация положена в основу исследования в диссертации каждого из определенных принципов. Усовершенствовано соотношение принципа верховенства права с другими принципами организации и деятельности прокуратуры. Сделан вывод о нецелесообразности выделения справедливости в качестве самостоятельного принципа прокуратуры, поскольку справедливость как идея полностью охватывается принципом верховенства права. Принципами организации прокуратуры, которые возникли в результате ее реформирования и выделять которые предложено в работе, являются принцип конкурсного замещения должностей прокуроров и принцип прокурорского самоуправления. При исследовании правового статуса Совета прокуроров Украины как органа прокурорского самоуправления предложено формировать его исключительно из прокуроров, что объясняется понятием и признаками прокурорского самоуправления. Усовершенствованы научные положения о месте принципа осуществления функций прокуратуры исключительно прокурорами в системе принципов прокуратуры. Указанный принцип относится к принципам деятельности, а не к принципам организации прокуратуры. При исследовании принципа независимости указано на различные научные названия этого принципа. Обращено внимание на то, что определяющим и системным ядром принципа независимости является независимость прокурора при осуществлении им функций прокуратуры. Именно такое название (независимость прокурора при осуществлении функций прокуратуры) и предложено для наименования соответствующего принципа. Обоснована необходимость внедрения в законодательство принципа с соответствующим названием «принцип политической нейтральности прокуроров при осуществлении ими функций прокуратуры» как принципа деятельности прокуратуры. С целью нивелирования политической составляющей в процессе назначения Генерального прокурора предложено назначать Генерального прокурора Президентом Украины из числа лиц, рекомендованных Советом прокуроров из кандидатов, выдвинутых Всеукраинской конференцией прокуроров. Уделено внимание также характеристике принципов деятельности прокуратуры в сфере уголовного судопроизводства и принципов деятельности прокурора в сфере внеуголовного судопроизводства. По результатам исследования сделан ряд новых научных выводов о принципах организации и деятельности прокуратуры, разработаны и предоставлены предложения по совершенствованию норм действующего законодательства Украины о прокуратуре.
The purpose of the dissertation is to reach the research objective for elaborating theoretical concepts and well grounded proposals, aimed at the refinement of legal relations, dealing with the organization and activities of the Prosecutor’s Office, based on the comprehensive analysis of organizational and operational principles of the prosecution under the conditions of current reforms. It has been defined that the primary goal of the present stage in reforming the Prosecutor’s Office is its integration with the Judicial branch of power by means of reforming functional and organizational bases of the Prosecutor’s Office. While researching the classification principles for organizing the Prosecution Office activities, the author has determined the following groups of general principles, embracing the whole scope of relations, dealing with the Prosecutor’s Office activities: (rule of law, legality, humanism and democratic principles); organizational principles (systematic structure of prosecution bodies, competition among applicants for the prosecutors posts, prosecution self-government, transparency of the system); and operational principles. It has been revealed that recently adopted laws have moved towards ensuring the equality of prosecutors and other parties rights. A specific principle has been formulated, requiring sufficient grounds for going to court with a lawsuit in the interests of the state. The prosecutor is required to go to court, armed with sufficient evidence, proving violation of the state’s rights. Based on the research outcomes, the author has formulated recommendations for amending and improving laws on the Prosecution Office.

碩士
銘傳大學
風險管理與保險學系碩士班
96
Managing risk is an important aspect of running an organization. After the recent wave of corporate governance scandals, Enterprise Risk Management (ERM) has gained popularity over the last 15 years. Unlike the traditional risk management (TRM) where individual risk categories are separately managed in risk “silos,” ERM enables firms to manage a wide array of risks in an integrated, holistic fashion. The purpose of this study is to examine the variables which influence the current status of ERM and the publicly-listed financial firms’ determinants of ERM adoption in Taiwan. We construct a sample of firms that have signaled there use of ERM by appointing a Chief Risk Officer (CRO) who is charged of the responsibility of implementing and managing the ERM program. We use a logistic regression framework to compare these firms to a size- and industry-matched control sample. Our analysis shows an absence of systematic differences between sample and control firms. We find that lower leveraged firms are more inclined to appoint CROs. Besides, we also find that lower market-to-book ratio firms are more likely to appoint CROs in Taiwan.

Text in German
Die vorliegende Arbeit ist der Kybernetik zuzuordnen, einer Unterdisziplin der Praktischen Theologie. In einer empirischen Untersuchung wird Führungsangst im Pastorendienst am Beispiel von Pastoren im Bund Freier evangelischer Gemeinden erforscht. Ausgangspunkt ist die Frage, welche Ängste Pastoren beim Führen haben. Dabei wird nach Ursachen, Erklärungen und Folgen dieser Ängste gefragt. Ziel ist, den Einfluss von Angst im Führungsverhalten von Pastoren besser zu verstehen, um damit bewusster umgehen zu können. Das Literatur-Kapitel erklärt Begriffe und stellt relevante Literatur dar. Dabei werden Angstklassifikationen, Angstabwehrmechanismen sowie systembedingte und individuelle Angstauslöser näher gefasst. In der empirischen Forschung wurden erfahrene Pastoren größerer Freien evangelischer Gemeinden interviewt. Die Datenanalyse erfolgte mittels der Methode Grounded Theory. Macht und Angst wurden als Tabu-Themen deutlich, die wenig reflektiert werden. Sie führen zu Konflikten, Machtkämpfen und zu überforderten, kranken oder gemobbten Pastoren. Die Arbeitshypothese wurde bestätigt: Führungsangst ist Pastoren nicht fremd. Allerdings ist sie eine verdrängte Form ihrer Arbeitsrealität und sozialen Wirklichkeit.
From within the field of cybernetics, a sub-discipline of Practical Theology, the fear for roles of leadership in pastoral ministry is examined empirically, through interviewing pastors of the Covenant of Free Evangelical Churches in Germany. The specific fears pastors experience when leading congregations, as well as the causes and effects of these fears, are examined from relevant sources of literature. The classification of fear and defense mechanisms, as well as system-specific and individual-specific triggers, are also discussed. For the empirical part, experienced pastors of larger Free Evangelical Churches were interviewed and data was analyzed according to the Grounded Theory method. Power and fear are identified as factors which can lead to conflict and power struggles and to overworked or ill pastors. Seen as taboo topics, pastors tend to ignore these issues. The study shows that the fear for leadership, although repressed, is a reality in the lives of pastors.
Philosophy, Practical and Systematic Theology
M. Th. (Christian Leadership)

In the study of Training and Selection of Police Officers: Toward a Community Police Model the researcher relied on data gathered using questionnaires distributed in a broad geographical range and among a diverse but relevant respondent population. Samples were obtained from police officers, and candidate officers in training and citizens from the southeastern and northeastern sections of the United States. Overall accuracy of survey documents is believed to be high. Survey documents were tested using a Chronbach's alpha test for validity and were constructed around a Likert type scale for responses. Analysis of data was accomplished using a one way analysis of variance (ANOVA) Tukey post hoc test with a .05 level of significance. Outcomes suggested a relationship between more conservative belief patterns among police officers and their post secondary education levels. Additional possibilities were noted in the overall training systems related to the police respondents as in alignment with current needs for traditional policing but, not necessarily adequate for community policing needs. These views also proceeded along educational lines. In addition, outcomes of researched based secondary education models constructed during the research, and even European models for police selection and training may offer some solutions for police in the United States. Other valuable points found during the study were indicators that careful personnel selection and college education when found in predominance among members, seemed to positively alter the general working environment of one police agency involved in the study.
Political Practice
D.Litt. et Phil.(Police Science)

Text in Afrikaans
Die penologiese perspektief rakende die ontwikkeling/ doel en funksionering van leke-assessore is die onderwerp van hierdie verhandeling. Leke-deelname in die regsplegingstelsel kan terug­ gevoer word na 1657. Deur die latere oorname van Engelse regsbeginsels1 word die juriestelsel in die Suid-Afrikaanse reg geinkorporeer. Na die afskaffing van die juriestelsel in 1969 berus die beantwoording van sowel feite- as regsvrae slegs by die voorsittende beampte. Hierdie situasie is as onaan­ vaarbaar beskou en grater leke-deelname word bepleit. Dit is egter eers in 1991 dat die aanwending van leke-assessore in die Suid-Afrikaanse regstelsel 'n realiteit word. Een van die voorvereistes vir die aanstel van assessore is dat die aanstelling dienstig vir die regspleging moet wees. Die vraag waarmee penoloe en juriste worstel, is of die aanwending van assessore tans wel bevorderlik vir gesonde regspleging is. Uit empiriese navorsing het dit geblyk nie die geval te wees nie. Derhalwe word 'n opleidingsprogram vir assessore voorgestel
The subject of perspective on tioning of lay justice. this dissertation is a penological the development/ purpose and tunc­ assessors in the administration of The use of lay assessors can be traced back as far as 1657. As a result of the adoption of the British law principles/ the jury system was incorporated in South African law. After the abolition of the jury in 1969/ the answering of factual and judicial questions resides in the presiding officer. This situation was unacceptable and lay participation was advocated. The use of lay assessors became a reality in 1991. The prerequisite for the appointment of an assessor is that it should be expedient for the administration of justice. But are the use of lay assessors beneficial at this stage? From the empirical research it is evident that it is not beneficial at all and therefore the researcher recommends a training programme for lay assessors.
Penology
M.A. (Penologie)