Tesi: "Endowments Officials and employees"

1

Edwards, Marlene. "The social organization of a secondhand clothing store : informal strategies and social interaction amongst volunteer workers". Title page, table of contents and abstract only, 1988. http://web4.library.adelaide.edu.au/theses/09PH/09phe2655.pdf.

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2

Kwok, Kok-ming Andrew. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service". [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12361100.

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3

Luk, Ming, e 陸明. "A study of the ranking process of civil service grades in the Hong Kong government". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975112.

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4

Leong, Yua-yan Susanna. "Investment in people : training strategy of the Environmental Protection Department /". [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13762187.

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5

Enachescu, Janina, Maximilian Zieser, Eva Hofmann e Erich Kirchler. "Horizontal Monitoring in Austria: subjective representations by tax officials and company employees". SpringerOpen, 2019. http://dx.doi.org/10.1007/s40685-018-0067-1.

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The implementation of Horizontal Monitoring (HM) in Austria represents a shift in the prevailing command-and-control paradigm towards enhanced cooperation between taxpayers and tax authorities. In the present paper, we assess how HM is perceived by different stakeholder groups when it was introduced as a pilot project embedded in the "Fair Play Initiative" launched by the Austrian Ministry of Finance. We collected quantitative and qualitative data from tax auditors and staff of tax offices responsible for large-scale enterprises who were either directly involved or not involved in the HM pilot project, from employees of participating enterprises as well as from employees of enterprises which did not participate in the project. Results show that representations of HM were most positive among employees from HM companies and tax officials directly involved, whereas participants from the tax administration who did not take part in the project were skeptical at the beginning and remained skeptical over time. As shown in organizational change studies, the acceptance or resistance regarding the paradigm change represented by HM may originate from uncertainty and misperceptions of its goals and strategies and from speculations, particularly by poorly informed members.

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6

郭國銘 e Kok-ming Andrew Kwok. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975410.

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7

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

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

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8

Kennard, Douglas B. "Adequacy of public services in rural jurisdictions as perceived by local officials /". The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487327695622374.

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9

Chajnacki, Gregory M. "An assessment of human resource career development programs within targeted city governments". Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1995.
Source: Masters Abstracts International, Volume: 45-06, page: 2936. Abstract precedes thesis as preliminary leaves i-iv. Typescript. Includes bibliographical references (leaves 80-84).

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10

Wickline, Tina M. "Attitudes of county commissioners toward farmland preservation in West Virginia". Morgantown, W. Va. : [West Virginia University Libraries], 2006. https://eidr.wvu.edu/etd/documentdata.eTD?documentid=4514.

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Thesis (M.S.)--West Virginia University, 2006.
Title from document title page. Document formatted into pages; contains ix, 73 p. : ill. (some col.). Vita. Includes abstract. Includes bibliographical references (p. 47-48).

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11

Aleman, Monica A. "City of Austin ethics program : a case study /". View online, 2004. http://ecommons.txstate.edu/arp/24/.

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12

Chan, Wong Yan-lan Elaine, e 陳黃紉蘭. "Allowances as incentives: a study of practicein the Hong Kong civil service". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31974995.

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13

Choi, Li To-fun Vivien, e 蔡李吐芬. "A study of the structure and development of the disciplined services pay scales". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975057.

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14

Akoensi, Thomas David. "A tougher beat? : the work, stress and well-being of prison officers in Ghana". Thesis, University of Cambridge, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.708128.

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15

Luk, Ming. "A study of the ranking process of civil service grades in the Hong Kong government". [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12334388.

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16

Choi, Li To-fun Vivien. "A study of the structure and development of the disciplined services pay scales". [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12334613.

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17

Chan, Wong Yan-lan Elaine. "Allowances as incentives : a study of practice in the Hong Kong civil service /". [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12335204.

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18

Hambuda, Fillemon Nangolo. "Job satisfaction and job performance during the implementation of a performance management system : the case of a Namibian municipality". Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2661.

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Abstract (sommario):

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.
The primary objective of the current study was to conduct a survey on the job satisfaction of line managers in the City of Windhoek (CoW) Municipality. The identifying of such variables could empower the CoW Municipality to develop programmes and policies that are designed to improve their job satisfaction levels. The literature review confirmed the impact of motivation on the job satisfaction of employees, and, in turn, its impact on employee productivity, and, ultimately, on organisational performance. The level of job satisfaction experienced by an individual describes how content he or she is with his or her job. The purpose of this study was to measure the job satisfaction facets (supervision, relationship with co-workers, present pay notch, nature of work, and opportunities for promotion) among line managers in the CoW, and how such facets affected their overall job satisfaction. The non-probability sampling technique was adopted to collect data from 102 respondents from nine different departments by means of a structured questionnaire, resulting in a response rate of (N = 76), 75%. The study was, however, limited to the line managers in the CoW Municipality. Following on which the Cronbach’s alpha coefficient was used to determine the internal consistency or average correlation of items in the survey instrument. The Spearman’s rank correlation coefficient (Spearman’s rho) analysis was used to analyse the data with the aid of the Statistical Package for the Social Sciences (SPSS), version 16. In addition, the independent-samples t-test and the analysis of variance (ANOVA) were employed to empirically test the relationships between the employees’ job satisfaction and their gender and age. The findings showed a significant linear relationship between the existing levels of job satisfaction and job performance. Furthermore, the findings suggested that the employees were significantly satisfied with certain aspects of their jobs (the nature of the work, and their salary, supervision and co-workers), but not with the one aspect of their job (opportunity for promotion). They were, however, significantly satisfied with their jobs in general, with there being no significant difference between the male and female employees’ levels of job satisfaction. The analysis showed that promotion has a modest and positive effect on job satisfaction. The study concluded that the line managers were, in general, satisfied with their jobs. Thus, the results cannot be generalised to other departments and Local Authorities. The study needs to be replicated in other departments and Local Authorities, using the same method.

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19

Adriansen, David J. "Workplace Violence Prevention Training: An Analysis of Employees' Attitudes". Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4798/.

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The purpose of this study was to determine employees' attitudes and perceptions toward the effectiveness of workplace violence prevention training within a U.S. Government service agency with 50 offices located in Minnesota and Wisconsin. Chapter 1 presents an overview of the phenomenon of workplace violence, the movement toward prevention programs and policies and the implementation of prescreening processes during hiring and violence prevention training. Chapter 2 contains a thorough review of pertinent literature related to violence prevention training and the impact of occupational violence on organizations. This topic was worthy of research in an effort to make a significant contribution to training literature involving organizational effectiveness due to the limited amount of research literature covering the area of corporate violence prevention training and its effect on modifying attitudes and behaviors of its customers. The primary methodology involved the assessment of 1000 employees concerning their attitudes and perceptions toward the effectiveness of workplace violence prevention training. The research population were administered a 62 item online assessment with responses being measured, assessed, and compared. Significant differences were found calling for the rejection of the three study hypotheses. Chapter 4 described the findings of the population surveyed and recommendations were identified in Chapter 5.

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20

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

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21

Ip, Oi-chun Stella, e 葉愛珍. "A study of pay policy in the Hong Kong civil service". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974429.

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22

Thompson, Olivia. "Binational water management : perspectives of local Texas officials in the U.S.-Mexico border region /". View online version, 2009. http://ecommons.txstate.edu/arp/313.

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23

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

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

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24

Rankov, N. B. "The beneficiarii consularis in the western provinces of the Roman Empire". Thesis, University of Oxford, 1987. http://ora.ox.ac.uk/objects/uuid:e385d9bd-5d2c-46de-808f-3ab6b7fe39e0.

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Beneficiarii consularis were members of the military staffs attached to Roman provincial governors of the Principate, and are well attested epigraph!cally, both at provincial capitals and at outposts along major roads and frontiers of the Western military provinces. They were usually experienced legionaries approaching retirement. and were of senior principalis rank. Each legion in a province provided the governor with (probably) sixty men of this rank. The governor's staff (the officium consularis) assisted the governor in ail his duties, administrative, judicial and military, and the beneficiarii were employed in a variety of roles, appearing in the sources as arresting officers, messengers, servants to the governor and general assistants. To indicate their status as officiales of the governor, they carried a decorated lance-symbol when operating away from the officium. In Britain and the two German provinces they were evidently outposted, apparently for periods of six months at a time, along the roads linking the provincial capitals with the frontiers, with neighbouring provinces, and with Rome, in contrast with the other Western provinces where, for the most part, no such stationes are attested. The stationes have usually been regarded as police posts for the protection of the roads, but this seems unlikely. Although a few stationes fall outside the general pattern and can perhaps be associated with the control of imperial estates, the majority are to be linked with frontier defence. Since the main network of stationes, both in the Germanies and in the rest of Europe first appears in the 160's, they may be seen as a response to the Chattan and Marcomannic attacks. The evidence is consistent with the interpretation of the stationes as relays for the improvement of military communications, those on the frontiers perhaps having an additional role in the coordination of military intelligence-gathering.

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25

Milatzo, John P. "An investigation of multi-attribute utility technology (MAUT) as an evaluation method in an organizational training environment". Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-170354/.

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26

Delfeld, Lauri A. "A Comparison of Training Needs in the Public and Private Sectors". Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc278159/.

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The training needs of managers in the public and private sectors were investigated and compared. Future trends in training that are foreseen by these managers were also researched. Forty-four public sector managers and 34 private sector managers completed a questionnaire covering such topics as: current training needs, current training efficiency, and future trends in training. Topics covered included an overview of the problem, identification and explanation of current trends in topical literature, results of the research, and conclusions drawn from the findings. The results indicated a small difference in current training needs of the two sectors. Recommendations for future studies included a larger sample population and a follow-up study of the private sector managers.

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27

Mthethwa, Kholekile F. "Training and localisation policy: a case study of Swaziland". University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&amp.

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

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28

Ho, Siu-wah Annie, e 何小華. "The evaluation of training in the Hong Kong civil service". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31964278.

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29

Ip, Oi-chun Stella. "A study of pay policy in the Hong Kong civil service". [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12316180.

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30

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

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

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31

Liu, Kam-ha Kitty, e 廖錦霞. "An evaluation of government housing policy for civil servants". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964114.

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32

Chiu, Yin-wa David. "An evaluation of the personnel discipline policy of the Hong Kong government". Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14023817.

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33

Mak, Kwong-yuen Kelvin. "Utilization of free dental services : a socio-dental study of Hong Kong Chinese civil servants /". [Hong Kong : University of Hong Kong], 1988. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12136839.

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34

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

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Abstract (sommario):

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

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35

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

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

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36

Marmolejo, Erick K. "The effect of a weighted checklist and weekly feedback on university housing staff performance". Scholarly Commons, 2006. https://scholarlycommons.pacific.edu/uop_etds/635.

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Aversive control measures in the form of punishment and negative reinforcement are widely used in business and other organizations. The purpose of the present study was to systematically evaluate an alternative to aversive control. The effect of a package intervention consisting of a weighted checklist, weekly graphic feedback, and contingent social positive reinforcement in the form of praise was used with a university housing staff to increase duty performance. Five undergraduate Resident Assistants served as participants. A multiple baseline across staff members was used to evaluate the effect of the intervention. Results indicate that the intervention increased performance by an average of 45% and decreased variability in performance. These results suggest that interventions based on feedback and positive reinforcement are effective, cost efficient, and represent a practical alternative to aversive control measures.

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37

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

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Abstract (sommario):

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

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38

Jones, Deb. "Municipal government employee survey : preferences for and perceptions of employee health and assistance programs". Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28737.

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Abstract (sommario):

Promoting participation in EHAPs (employee health and assistance programs) by those employees most in need of health improvements is important to increasing the effectiveness of these programs. Programs which are designed to reduce perceived barriers to participation and to meet the specific needs and interests of these employees have resulted in higher participation. The purpose of this investigation was to determine the extent to which demographics and perceived health status were associated with employees preferences and perceptions of EHAPs. This was done through survey analysis of four hundred and one employees of a municipal government. It was found that there were no significant differences in employees' anticipated use of these programs based on any of the demographic or perceived health variables studied with the exception of the variable "current frequency of exercise". However, different interests in program components were apparent among the various sub-groups of employees. There were also reported differences among the sub-groups for preferred program times and facilities. There were significant differences among some of the sub-groups in reported barriers to the use of EAPs and in reported comfort in exercising with fellow workers. It was also found that current frequency of exercise was significantly related to perceived health status. From these observations, recommendations for promoting participation among these sub-groups have been made. This research has added to the understanding of the differences between the various sub-groups of employees in terms of their preferences for EHAP components and the barriers they perceive toward participating in these programs. A better understanding of these factors as they pertain to employees in other workplaces may aid in the development of programs which better meet the needs of these employees, and hence, may increase their participation in EHAPs.
Education, Faculty of
Curriculum and Pedagogy (EDCP), Department of
Graduate

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39

Mak, Hoi-wan Walter, e 麥凱雲. "An evaluative study on the new performance appraisal system for inspectorate grade officer in the Hong Kong Customs & Excise Department". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hdl.handle.net/10722/210309.

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40

Tam, Lin-chung. "The provision of trainer training in the Hong Kong Civil Service : perspectives and the way ahead /". Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17507716.

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41

Kwong, Woo-shun Allan. "Promotion policy in the Hong Kong Civil Service". [Hong Kong] : University of Hong Kong, 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236179.

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42

Chu, Man-kin. "Personnel policy and the disciplined services 1985-1991 : an evaluation of pay policy /". [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13274764.

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43

Ojo, Stella Ibiyinka. "Work-life balance policies and practices in Nigeria : experiences from managerial and non-managerial employees in the banking sector". Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/13048.

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Abstract (sommario):

Work design and content is changing. Accompanying this change has been an increasing demand by workers for policy makers to factor the issue of managing workers’ work and life. Work–life balance as a concept has attracted attention for several years as a result of individuals attempting to juggle multiple demands from both work and outside the workplace. The number of multiple demands on individuals usually vary from one person to the other and can increase or decrease at different stages of the person’s life. Essentially, this study reviewed work–life balance literature as espoused from the UK and US schools of thought. The purpose of this research is to explore the extent to which work–life balance policies and practices are a reality for employees and managers in the Nigerian banking sector; to investigate the adoption and use of policies/practices in Nigerian banks and finally to examine the barriers to and reasons for their muted adoption and utilisation of work–life balance policies and practices in Nigerian banks. This research is exploratory in nature and it adopted a mixed-method research technique which allowed for in-depth information from the respondents. The methodological approach used in this study is a qualitative dominant mixed method. A mixed-method approach was used in this study following the traditions of McCarthy, Darcy and Grady (2010); Kalliath and Brough (2008); Halford, (2006) and Beauregard and Henry (2009) to ensure the validity and reliability of the study and also to offer different insights in order to make the final result of the research more robust. A questionnaire and semi structured interview technique was utilised. The study was based on 20 of the 24 banks in the Nigerian banking sector. The total sample size was three hundred and sixty nine (369), of which two hundred and fifteen (215) questionnaires were completed and one hundred and thirty four (134) semi-structured interviews conducted for the bankers while (20) semi structured interviews were conducted for the trade union officials. In order to ensure that the cross-section of relevant respondents was as representative as possible, interviewees were divided into three categories: employees, managers and trade union officials. SPSS was used to analysis the quantitative data, while qualitative data was analysed using NVivo software through the coding of the large quantity of data collected. The themes that emerged from the analysis were used to discuss the research issues in the light of prior research findings from various empirical researches. The quantitative contribution of the study revealed that age was not significant to the bankers as regards issues relating to work life balance. The qualitative findings on the other hand revealed that there is diversity in terms of how both managerial and non-managerial employees understood and experienced WLB initiatives in the Nigerian banking sector. In addition, the study showed that cultural sensitivity affects how WLB is appreciated and utilised. The research also contributes to the spill-over theory by adding age, gender, implementation and benefits of work–life balance. This research has contributed to the body of knowledge on work–life balance issues in the Nigerian banking industry. This study also contributes to the existing literature on connotations of work–life balance by utilising a mixed method approach to explore and explain the different notions of work–life balance and usage of work–life balance initiatives.

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44

Vest, Michael J. "Performance based pay: an empirical investigation of the impact of performance pay increases on perceptions critical to successful merit pay programs". Thesis, Virginia Tech, 1985. http://hdl.handle.net/10919/45666.

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Abstract (sommario):

The purpose of this study was to investigate the impact of size of performance pay increases on employee perceptions critical to the success of merit pay programs. Perceptions investigated in this study included: 1) instrumentality, 2) expectancy, 3) performance appraisal administration, 4) performance appraisal content, 5) trust in city management, 6) pay communication, and 7) importance of pay. It was hypothesized that individuals who received above average performance pay increases would exhibit significant positive changes toward perceptions of interest while individuals who received below average performance pay increases would exhibit significant negative changes toward perceptions of interest.

Master of Science

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45

Kwong, Woo-shun Allan, e 鄺和順. "Promotion policy in the Hong Kong Civil Service". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964072.

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46

黃慧妍 e Wai-yin Erica Wong. "A study of the recruitment and selection of assistant education officer in the Education Department". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31966664.

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47

Symkovych, Anton. "Power relations in a Ukrainian prison". Thesis, University of Cambridge, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.609920.

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48

Kam, Chun-cheong Patrick. "Training and development in the Hong Kong civil service : a case study of the executive officer grade /". Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17957710.

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49

Butt, Yiu-ming Brian. "Local terms of employment for expatriate civil servants /". Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724364.

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50

Elder, Peter. "Charles Lydiard Aubrey Abbott : countryman or colonial governor?" Phd thesis, Northern Territory University, 1997. http://hdl.handle.net/1885/272368.

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Tesi sul tema "Endowments Officials and employees"

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