Tesi sul tema "Police service in NSW"

Police culture often valorises 'hard' drinking, and in NSW police label their heavy drinkers 'heroes'. It is queried if there is some relationship between occupational culture and drinking style.It is found that much of the current theorising about the origins and nature of problem drinking, such as psychological theorising about stress, is inadequate to explain and address the extraordinary level of high-risk drinking among police.This thesis explores alternative views such as critical and feminist perspectives on police culture, constructions of masculinity, and mechanisms of 'enabling', to discover whether these might prove more applicable and more productive. The research also explores the matter of whether a case can be made for taking alternative ideas and theories into account in designing intervention programmes for specific occupation contexts, and whether they raise any policy and practical implications for addressing problem drinking within the NSW Police Service.<br>Master of Science (Hons)

In March 2012, Sir Tom Winsor published an ‘Independent Review of Police Officer and Staff Remuneration and Conditions’. This wide-ranging appraisal of the police service made a number of recommendations. One of the most controversial (recommendation 19) was that a direct entry pathway into policing,at the superintendent rank, should be established. In November 2014, the first cohort of direct entry superintendents commenced an 18-month training course,intended to equip them with the knowledge and skills to become senior police leaders. This thesis presents the findings of a study that followed the development of these officers as they progressed through their training and into roles as operational superintendents and concludes by proposing a ‘blended leadership model for policing’. The direct entry officers were interviewed at regular intervals throughout their training, to capture their reflections on this unique experience. Influential stakeholders from the chief officer ranks, staff associations and elsewhere also took part in this research. A focus on police culture and police leadership was used to contextualise the data that was collected. It was found that parts of the police service are insular and shackled by a lack of creativity and innovation. It was also identified that police culture doesn’t always welcome new perspectives. Importantly, it is argued that the service does not widely recognise that these issues exist and so is not equipped to resolve them from within. The direct entry superintendents were found to be engaging, motivated and credible professionals. They bring to their new roles a wealth of experience. This includes experience of delivering tangible outcomes for their previous organisations and also experience of leading people. These individuals are committed to public service and are mindful of the significant responsibility that they are accepting. The first 18 months of their service has been challenging. As the first cohort of direct entry officers, the College of Policing’s training course was in no way established. The superintendents were to experience significant pockets of resistance to the direct entry scheme. This was evidenced during the recruitment process, through face-to-face interactions with senior officers during training and also in the workplace. Opposition to this new pathway into the service has also been particularly evident on social media platforms. Multiple entry points into the police service are now established. The third cohort of direct entry superintendents will soon be commencing their training. There are significant research opportunities associated with this,including further exploration of culture and leadership perspectives as well as further review of operational capability and competence by direct entry officers.

This study examines ways in which Australian governments, at national and state level, have developed policy responses to the issue of regional service delivery in the post new public management environment. It argues that new public management has changed many institutional arrangements in Australia and led to new public policy approaches based on those reforms. The study compares the approaches taken by federal and state governments in determining service levels for regional communities. The period under consideration is 1996-2001, coinciding first with the election of new NSW and federal governments and their subsequent re-election. Four cases studies are used to analyse a range of activities designed to provide services at local and regional levels, identifying key indicators of policy successes based on coordinated and integrated regional services combined with technology-based solutions that can be adapted to local community needs. The research draws on new governance theory and principles of effective coordination to propose a new model for determining appropriate service delivery. This model highlights the importance of local participation in decision-making, a regional planning focus, social and environmental sustainability, and the engagement of local communities as key determinants of regional policy success.

The purpose of this thesis was to identify what effect the Introduction of New Public Management (NPM) in the police service has had on the role of the police sergeant supervisor. The study has investigated the role of the uniform police sergeant at five locations within the Metropolitan Police Service (MPS), London, England in two stages. The main source of data was detailed face-to-face interviews with the sergeants and their accompanying role-set members. This was augmented by limited participant observation and examination of supporting organisational documents. The study discusses the results at three levels: (i) the reaction of the MPS in response to NPM; (ii) the impact of the changes within the MPS on the rote of the sergeant supervisor; and (iii) the value of role-set analysis in contextual studies. The organisational changes within the MPS followed the patterns expressed within much of the literature. The identified changes were: changes to the structure including elements of devolution; a nominal reduction in the layers of management; the lntroduction of increased accountability through performance manaqement systems; and attempts to create a new culture of service and customer focus. Interestingly the degree of control exerted from the centre on local activities appeared to have increased rather than decreased as one might expect given the ethos of NPM. This high degree of control was predominantly achieved through the use. of centralist performance measures, particularly those under the control and direction of central government. None of the literature examines the impact of NPM on the supervisor role or service delivery. The majority hypothesises on the likely impact and to a large degree this study supported those hypothesis. The impact on the role of the sergeant was found to be significant in the following respect: increased workload; increased responsibility; greater accountability; reduced autonomy; insufficient training to meet the new demands; insufficient organisational support; and reduced levels of performance. Although not a specific part of the study symptoms of stress and a high level of work absence were noted. The success in identifying the various expectations of the role-set actors and the subsequent supervisor responses vindicates the literature that proffered the use of role-set analysis in examining roles. The use of face-to-face interviews within a series of role-sets enabled the study to look at the role of the sergeant in a contextual and holistic manner. In doing so it resulted in a richness of data that could not be obtained using questionnaires. This approach was particularly suited to an ill-defined role such as that of the sergeant supervisor. In using this approach we argue that it has identified activities and influences that would not have been identified from single participant observation or discussion. It was instrumental in identifying the network effect and influence of the peer group sergeants. In a pseudo military, hierarchical, bureaucracy such as the police service one might expect the manager of the sergeant to play a major role in the definition of subordinate roles. Surprisingly this was not the case in this study. We identified that the peer group serçeants, to,gether with a lesser role played by subordinate constables, were the major determinates of the basket of activities attributed to the role of the sergeant supervisor. The findings reported here suggest that more studies of the impact of NPM on the actual service delivery are warranted. Currently the evidence points to the centralist control through performance management systems having a detrimental impact on the ability of supervisors to provide a service that meets the needs of the customer and the stated aims of NPM.

L'objectif général de cette thèse est de contribuer à la réflexion sur les modes de gestion publique du transport des marchandises dans les villes soumises à des pressions logistiques fortes. Dans la partie I, après avoir traité la question générale du "transport des marchandise en ville", nous introduisons la notion de sur-représentation logistique des métropoles. L'étude du dispositif logistique des régions parisienne et new-yorkaise permet de valider partiellement l'hypothèse de liens spécifiques entretenus par les grandes villes avec le fret et la logistique. Dans la partie II, nous analysons la réponse publique aux enjeux du fret urbain, à travers un recensement des acteurs qui interviennent en ville sur le transport de marchandises, et des instruments qu'ils privilégient. Le dispositif juridique général (droit du transport, droit des collectivités territoriales, etc.) qui encadre les actions publiques sur le fret "ignore" encore largement le fret urbain, tout en attribuant aux acteurs locaux des responsabilités importantes. Malgré un intérêt exprimé par des acteurs régionaux ou nationaux pour des politiques logistiques globales (plates-formes de fret, intermodalité), ce sont les réglementations communales régissant la circulation des véhicules utilitaires et la configuration des lieux de chargement et déchargement des marchandises qui constituent l'essentiel de l'action publique sur le fret en milieu urbain. Dans la partie III, les constats précédents sont analysés à l'aide des catégories du droit administratif situées entre les deux pôles de la "police" et du "service public". L'utilisation de ce canevas juridique permet de mettre en valeur la prééminence de la notion de prescription sur celle de prestation. Mais questions d'efficacité économique et préoccupations environnementales se joignent afin de promouvoir une régulation nouvelle des activités du fret : des politiques de "centres de distribution urbaine" sont mises en œuvre par un nombre croissant de villes européennes, allant parfois jusqu'à envisager le transport des marchandises comme un service public. Nous discutons les avantages mais aussi les risques posés par cette évolution de l'action publique sur le fret urbain d'une régulation strictement "policière" à une régulation de type prestataire appartenant à la sphère du service.

Masters in Public Administration - MPA<br>The Beginning of the paradigm shift in policing in the South African Police was first seen in 1993 when the concept of Community Policing was first introduced. The South African Police Service that was formed through the Police Act 68 of 1995 subsequently adopted Community Policing as a Corporate Strategy of the organisation. There is a question as to whether some of the efforts reflect the necessary elements of community policing or are merely reactions to a contemporary political thrust for police reform. This study seeks to critically analyse the challenges and contradictions in Community Policing in terms of strategy and organisation. Nyanga SAPS will be use as the case study. Nyanga is one of the Police Stations in the so-called Black Township that has been engulfed by Community-Police conflicts since the democratic dispensation came into existence in South Africa. The highest point of this animosity saw certain people within the community between 1998 and 1999 reporting criminal activities to Taxi Operators rather than to the police. This study will be approached through gap analysis. The author will first describe the desired state of affairs in terms where the SAPS should be, in relation to reform policies put in place by the government. This will be followed by the analysis of the present situation in Nyanga, which will highlight the shortcomings. Then the study will put forward recommendations which should address the identified shortcomings. Based on that, the strategy that should inform policing in the new millennium will be developed. The author will recommend an African approach to policing as it has become apparent that the policing approaches are different for different countries and different communities. The author will propose full participation of the public in policing, in terms of determining policing priorities in their areas.

L'objectif général de cette thèse est de contribuer à la réflexion sur les modes de gestion publique du transport des marchandises dans les villes soumises à des pressions logistiques fortes. Dans la partie I, après avoir traité la question générale du transport des marchandise en ville, nous introduisons la notion de sur-représentation logistique, qui désigne les liens spécifiques que les grandes villes entretiennent avec la logistique. Dans la partie II, nous analysons la réponse publique aux enjeux du fret, à travers un recensement des acteurs qui interviennent sur le transport de marchandises en ville et des instruments qu'ils privilégient. Le dispositif juridique général (droit des transports, code des collectivités locales, etc. ) qui encadre les actions publiques sur le fret ignore encore largement le fret urbain, tout en attribuant aux acteurs locaux des responsabilités importantes. Les réglementations communales régissant la circulation des véhicules utilitaires et la configuration des lieux de chargement et déchargement des marchandises constituent ainsi l'essentiel de l'action publique sur le fret. Dans la partie III, les constats précédents sont analysés à l'aide des catégories du droit administratif situées entre les deux pôles de la police et du service public. L'utilisation de ce canevas juridique met en valeur la prééminence de la notion de prescription sur celle de prestation. Mais questions d'efficacite économique et préoccupations environnementales se joignent afin de promouvoir une régulation du fret sous une forme prestataire : des politiques de centres de distribution urbaine sont mises en oeuvre par un nombre croissant de villes européennes, allant parfois jusqu'à envisager le transport des marchandises comme un service public. Nous discutons les avantages mais aussi les risques posés par cette évolution de l'action publique sur le fret urbain, d'une régulation strictement policière à une entrée dans la sphère du service.

The thesis is a historical study from a socio-legal perspective of debates about, and developments in, criminal investigation law in NSW since 1945. In that period, the NSW parliament has enacted extensive criminal investigation powers and safeguards. This can be seen as the result of the increasing political sensitivity of 'law and order'. Politicians have sought to exercise (and demonstrate) greater control over the criminal justice system. Legislation has been employed to provide a framework for police actions, and to define a role for others, including judges, magistrates and the Ombudsman. Political focus on law and order has also reversed the incentive structure for the police hierarchy. In the 1950s, there were strong incentives not to push for extra powers, lest policing practices and effectiveness receive unwanted scrutiny. In the 1970s, police were dragged into debate about their powers, in the face of the 'authorise and regulated' model suggested by numerous inquiries. More recently, police organisations have often initiated calls for new powers, in part to explain past failings. Another important factor driving debate and reform in recent decades has been the proliferation of oversight agencies, and academic insights that have debunked the 'rotten apple' paradigm. The Federal Government and Parliament have also been increasingly active in what would once have been considered purely State/Territory realms of criminal justice law and politics. These major influences have been coupled with a host of others, including the impact of a series of Royal Commission and law reform reports, the ongoing war on drugs, and the campaign against police verbals in the 1970s and 1980s. The examination of the forces that have influenced debate and reform yields other insights. For example, the complexity of the phenomenon of 'non-reform' is apparent from an examination of debates about policing in the 1950s. Prevailing trends in law and order politics (eg, that populist politics supports additional powers) can be seen to be anchored in the contemporary political context rather than being timeless truths. The multiple roles of law, in governing relationships between state agencies and actors, not just between police and suspects, are also highlighted.

The purpose of this study was to determine the indicators of customer satisfaction and service success of a newly established paediatric outreach nursing service. Referring agents and care recipients were both consumers of the paediatric outreach nursing service. Both groups of consumers were surveyed to determine their satisfaction with the service delivery. Two satisfaction survey tools were developed to measure customer satisfaction. The tools were piloted and refined prior to distributing them. Both tools had a series of closed-ended questions and 3 open-ended questions. Eight service indicators were developed. These were designed to test the effectiveness of the service provided. The service indicators were piloted over two periods of three months and then modified based on the findings of the pilot period. The Paediatric Outreach Service (POS) is a positive service model for health care delivery. The survey results indicated that stakeholders were generally satisfied with the service delivery. When measured against service indicators that were developed for POS, the service performance was above average, with some opportunity to improve practice. Underpinned by a family-centered framework, POS has the capacity to empower children and their families in the planning and implementation of a management plan for the child’s illness. Such empowerment may lead families to practice better healthcare, develop better health-seeking practices and ultimately lead to healthier children. The results from this study has implications for nursing practice. The data obtained from this study may be useful to service providers considering commencing a paediatric outreach nursing service. Data may also be useful for existing service providers to use in order to review the aspects that consumers value against the service they currently provide. Keywords ambulatory care; paediatrics; home-nursing; community; evaluation; satisfaction; success; indicators

Managerialist principles have been applied within public services for a number of years but their ability to alter or improve public service has been questioned. This study examined the introduction of Best Value in the police service. Best Value was introduced to Police Authorities by the New Labour Government in the Local Government Act 1999 to ensure that all services provided by these authorities were 'delivered to clear standards'. In addition, they must take into account the cost and quality of all services and provide them in the most efficient, effective and economic manner. All services are subject to review over a five year period and should be reviewed in connection with the fours C' s, competition, comparison, challenge and consultation in order to achieve continuous improvement. In addition, Best Value aimed to change the organisation of the police service by encouraging a greater role for the Police Authorities in deciding how services were delivered, supported the opening up of the police to partnership arrangements and promoted the need for local innovation and ways of working. The main aim of the research was to look at the effects of these 'Best Value' policies on the police service and whether the implementation of these policies led to improvements in service delivery and the restructuring of the organisation as intended. This was achieved by selecting three case study areas and employing a number of research methods including semi-structured interviews, using documentary analysis and examining quantitative data. The study found that despite initial differences in the way the Best Value was implemented a fairly uniform approach was adopted in the three Police Authorities. It established that Best Value was encouraging the police service to make changes to the way that services were delivered. In addition, there was some evidence that Best Value had encouraged greater involvement of Police Authorities in deciding how services were delivered. Under Best Value change tended to be gradual and incorporated both national and local objectives. This incremental nature of change meant that as yet there was little evidence of improvements in measured performance.

Background In order for the South African Police Service to fulfil its mandate of creating a safe and secure environment, various human, financial, and technological resources are required. Hence, the availability of adequately trained human resources is considered critical in ensuring that the South African Police Service is able to fulfil its roles and responsibilities. Without the efforts, knowledge, capabilities, and committed behaviour of its police officers, the organisation would not be able to achieve its objectives and deliver on its mandated duties. However, recent data published by the South African Police Service revealed an increase in employee turnover, particularly at senior levels within the organisation and among highly skilled/specialist staff. Due to the stringent requirements of law-enforcement positions, the recruitment and selection of police officers is a lengthy, costly and often complex process. This is even more applicable to those in senior and highly skilled and/or specialist positions. It is, therefore, of paramount importance that an effective retention strategy is put in place to curb voluntary employee turnover and thus ensure the retention of scarce skills within the police force. Aim of the Study Being able to retain and engage police officers, a scarce resource, is vital for the South African Police Service in ensuring that it is able to fulfil its legislated mandate. Therefore, the aim of the present study was to identify the push and pull factors and/or the reasons that are most commonly related to voluntary turnover among the employees of the organisation. Identification of these factors would make it possible to present recommendations and/or to propose strategies, policies and practices that could be implemented to increase the retention of skilled senior staff. Method A descriptive research design was utilised. To address the research question, copies of archived exit-interview questionnaires were obtained from the South African Police Service. When an employee tenders his/her resignation, an exit interview is conducted by a trained interviewer (typically a social worker, psychologist or chaplain). During this meeting, an exit-interview questionnaire is completed and archived. This questionnaire consists of both closed-ended and open-ended semi-structured questions. A sample of exit-interview questionnaires (n=91) that comprised questionnaires from employees who held the rank of Sergeant, Warrant Officer or Captain and who had voluntarily resigned from the Western Cape South African Police Service during the 2016/17 fiscal year was obtained. Both qualitative and quantitative data obtained from the exit-interview questionnaires were analysed. Findings The findings suggested that overall, the South African Police Service was considered a good employer. The most prevalent reason for employee turnover was found to be related to the perceived safety of individuals and the risk to employees’ lives in carrying out their duties. The reasons given for resigning from the organisation were divided into two categories, namely individual factors (i.e., related to the person) and organisational factors (i.e., related to the organisation). Individual factor variables provided by respondents as reasons to leave included health, relocation, further studies, family time, rest, long service, and age. Organisational factors included better career opportunities; business opportunities; unfair treatment; lack of recognition, promotion or advancement opportunities; undesirable working hours; and issues with leadership/management. Recommendations Based on the findings, it is recommended that an effective retention strategy is implemented within the South African Police Service that includes career development, health and wellness, reward and recognition, work-life balance, and leadership. This recommended retention strategy should value transparency and empowerment and should aim to create a workplace that is conducive to good working conditions through enhancing team cohesion; creating opportunities for learning; and improving service delivery, the quality of work life, and work-life balance.

Thesis (MPA)--University of Stellenbosch, 2004.<br>ENGLISH ABSTRACT: This research study explores the impact of organisational culture with specific reference to the South African Police Service (SAPS) culture on service delivery. The two interrelated concepts "organisational culture and service delivery are discussed broadly in terms of their challenges for the contemporary policing function which put emphasis on the provision of police service and accounatbility to the broader community. The premise of the study is based on literature research evidence that organisational culture is an important factor to influence employee behaviour towards organisational effectiveness and also determine how they respond to its external environment. At the same time a strong organisational culture can be rigid and become a hindrance to change. Service delivery is a critical challenge to the government's ongoing efforts to ensure that its delivery process is efficient and responsive, particularly to the needs of the previously disadvantaged communities. In recent years, this challenge reinforced the government to embark on broad transformation mechanisms in order to position public institutions in an environment where service delivery meets the public needs and expectations. Some of these mechanisms include the promulgation of legislation, regulations and a series of policy frameworks notably, The White Paper on Reconstruction and Development (ROP), 1994, The White Paper on the Transformation of the Public Service of 1995, Public Service Regulation of 1999 etc. However, the provision of efficient service delivery in public institutions is usually constrained by various factors such as lack of capacity and shortage of competency skills, financial and technological resources as opposed to the private sector which normally have these resources in abundance. Since lack of sufficient financial resources will always be a challenge for public service delivery enhancement, this study suggests that public institutions can incorporate some private sector strategies in order to be innovative and improve efficiency. Apart from a lack of the above mentioned resources as contributing factor to inefficient service delivery, available theory on organisational culture state that it is an all encompassing factor that influences employee behaviour in public institutions. Chapter 3 provides a theoretical framework on the concept of organisational culture, its formation, and its sources, how it is sustained in the organisation. Various models and examples of organisational culture as found in small and big organisations such as those associated with government agencies are analysed and distinguish in terms of why the size of the organisation can determine its prevailing culture. Small organisations with flat structures are considered to be flexible, autonomous, innovative and responsive to customer needs. On the other hand the traditional bureaucratic organisations such as government agencies like police organisations tend to be characterised by highly formal hierarchical structure with too many layers, operational rules and regulations which are intended to enforce control measures. However, type of structures are criticised for rigid systems, autocratic, and slow. Models for changing organisational culture in order to increase its effectiveness are suggested. After a theoretical discussion on both the concepts organisational culture and service delivery, the SAPS was used as a case study to establish the applicability and the extent to which organisational culture impact on service delivery. The first stage consist of analytical perspective of the SAPS historical military culture since its inception in 1913 and giving critical accounts of its operational phases that it had undergone until the new dispensation. Since the early 1990s until after April 1994 elections, marked a new era in the SAPS which embarked on broad transformation initiatives in order to change policing function from that of a narrow law and order maintenance to a fully integrated community policing which makes police officers to be accountable to the broader community by rendering police service and problem solving within a human rights culture. However, police culture has been widely criticised as a source of resistance to change and reform, and is often misunderstood. The prevailing police culture which was inherited from the previous paramilitary legacy such as the autocratic leadership style, traditional bureaucratic structure, corruption, secrecy, mistrust are some of the dominant indicators which are identifiable and commonalities among the different police agencies. These dominant features cause any resistance to any change initiative and are perceived with negative image. After contextualising the description of the SAPS, the study describes the methods and procedures used to conduct an empirical research project in the form of a pilot study conducted in two police stations in Cape Town. Data collection methods include the following: 1) literature review, 2) open-ended one-an-one interviews with the station commissioners from the selected stations, 3) distributing survey questionnaires which consist of close ended questionnaires to junior officers at police stations to determine their attitudes towards the organisations they work in, and 4) by means of observation. Theoretical evidence proves that police culture which is characterised by paramilitary, bureaucracy, rigid systems and procedures, inflexible structure still prevail in the SAPS and contributes significantly to lack of coordination, slow response and results inefficient service delivery. It is concluded that police stations are the primary centres where the public gets first hand experience when reporting their cases or need the help of police officers to solve problems in the community. In order to provide efficient police service, units which provide interrelated functions need to be fully integrated under one unit commander in order to improve coordination and prompt response. Policing crime is still the primary function of the police and police officers need to be fully equipped with competency skills and other capacity building programs that are consistent with the contemporary policing function.<br>AFRIKAANSE OPSOMMING: Hierdie navorsingstudie stelondersoek in na die impak van organisasiekultuur met spesifieke verwysing na die Suid-Afrikaanse Polisiediens (SAPD) se kultuur op dienslewering. Die twee verwante konsepte "organisasiekultuur"en "dienslewering"word breedvoerig bespreek teen die agtergrond van die agtergrond van die uitdagings wat dit stel vir die hedendaagse polisieringsfunsie wat dit beklemtoon dat die polisie 'n diens moet lewer en aanspeeklik moet wees teenoor die breer gemeenskap. Die studie se aanname is gebasseer op literatuurnavorsing wat toon dat organisasiekultuur 'n faktor is wat werknemersgedrag beinvloed ten opsigte van organisasie-effektiwiteit asook hoe werknemers reageer teenoor die eksterne omgewing. 'n Sterk organisasiekultuur word beskou as 'n bindende faktor tussen werkers en die organisasie en dit skep kosekwentheid en rigting. 'n Sterk organisisasiekultuur kan terselfdetyd rigied wees en 'n struikelblok word in die weg van voorgestelde verandering aangesien verandering beskou kan word as inmenging in die normale gang van die organisasie. Hierteenoor het 'n meer buigsame kultuur die voordeel van aanpasbaarheid ten opsigte van verandering. Dienslewering is 'n volgehoue uitdaging vir die regering se se volgehoue pogings om te verseker dat sy leweringsproses effektief is en die behoeftes van spesifiek die voorheen benadeelde groepe aanspreek. Hierdie uitdaging het die regering genoop om transformasie-meganismes daar te stel ten einde openbare instellings in staat te stelom leweringsagente te word wat die behoeftes en uitkomste-verwagtinge van almal aanspreek. Van die meganismes sluit in die promulgering van wetgewing en beleid soos die Heropbou-en Ontwikkelingsprogram (HOP) Witskrif, 1994, die Transformasie van Openbare Dienste Witskrif, 1995, die Openbare Diens Reguleringswet van 1999 ensomeer. Die lewering van effektiewe dienste word gewoonlik beperk deur deur veskeie faktore soos 'n gebrek aan kapasiteit en vaardighede, asook finasiele en tegnologiese hulpbronne wat normaalweg tot die beskiking van die private sektor is. Gegewe dat 'n tekort aan finansiele hulpbronne altyd 'n uitdaging vir effektiewe openbare sektor dienslewering sal wees, stel hierdie studie voor dat openbare instellings sekere privaatsektor strategiee kan inkorporeer ten einde innovasie en effektiwiteit te verbeter. Behalwe bogenoemde beperkende faktore, stel beskikbare organisasiekultuur-teorie dit dat dit ook organisasiekultuur is wat openbare sektor amptenare se gedrag is wat die kwaliteit en vlak van dienslewering beinvloed. Hoofstuk drie bied 'n teoretiese raamwerk vir die konsep organisasiekultuur ten opsigte van hoe dit geskep en in stand gehou word binne organisasies. Verskeie modelle en voorbeelde van organisasiekultuur binne klein sowel as groor organissaies word ontleed en daar word gekyk na hoe die grootte van 'n organisasie organisasiekultuur beinvloed. Klein organisasies met 'n plat struktuur word beskou as buigsaam, outonoom, innoverend en daartoe in staat om die vebruiker se behoeftes aan te spreek. Daarteenoor word tradisionele burokratiese organisasies soos polisie-organisasies gekenmerk deur formele strukture met te veel vlakke, operasionele reels en regulasies ten einde volle beheer te he oor prosedures. Die rigiede stelsels, outokrasie, en stadiege leweringsproses van sulke strukture word dikwels gekritiseer. Modelle om organisasiekultuur te verander ten einde effektiwiteit te verbeter word voorgestel. Die teoretiese bespeking van die konsepte organisasiekultuur en dienslewering word gevolg deur 'n gevallestudie van die SAPD ten einde te bepaal die mate waartoe organisasiekultuur impakteer op dienslewering. Die eerste fase behels 'n analitiese perspektief van die SAPD se historiese militere kultuur sedert 1913 asook' n kritiese blik op operasionele fases waardeur die SAPD gegaan het tot en met die nuwe dispensasie. Die vroee 1990s tot net na die April 1994 verkiesing verteenwoordig' n nuwe era in die SAPD ten opsigte van transformasie inisiatiewe wat daarop gerig was om die polisieringsfunksie te verander van 'n agent wat eng gefokus was op die handhawing van wet en orde na 'n geintegreerde polisiediens wat aanspeeklik is teenoor die bree gemeenskap. Dit behels die lewering van 'n polisiediens sowel as probleem-oplossing binne die konteks van 'n menseregte-kultuur. Polisiekultuur word, as gevolg van misverstande, dikwels beskou as 'n bron weerstand teen verandering. Die heersende organisasiekultuur - wat 'n nalatenskap is van die vorige paramilitere styl byvoorbeeld outokratiese leierskapstyl, tradisionele burokratiese strukture, korrupsie, geheimhouding, wantroue - is van die dominante indikatore wat gemeenskaplike eienskappe is van die verskeie polisie-agentskappe. Hierdie dominante kenmerke veroorsaak weerstand teen enige veranderingsinisiatief en word as negatief beskou. Die beskrywing van die SAPD word gevolg deur' n uiteensetting van metodes en prosedures wat gebruik was tydens die empiriese navorsing wat gedoen was by twee polisiestasies in Kaapstad. Data insamelingsmetodes sluit in: 1) lieratuurnavorsing, 2) ope een-tot-een onderhoude met die stasiekomisarisse van die twee stasies, 3) die verspreiding van geslote vraelyste aan junior offisiere by polisiestasies ten einde hul houding te bepaal teenoor die organisaies waar hulle werk, en 4) observasies. Teoretiese bewyse toon dat die polisiekultuur wat normaalweg gekenmerk word deur paramilitere, buroktariese, rigiede stelsels en prosedures steeds bestaan binne die SAPD en dat dit bydra tot swak koordinasie, swak response en oneffektiewe dienslewering. Ten slotte word gemeld dat polisiedienssentra plekke is waar die publiek eerstehands kennis maak met dienslewering. Ten einde 'n effektiewe diens te lewer, behoort eenhede wat verwante diense lewer geintegreer te word onder die bevel van een bevelvoerder. Misdaadvoorkoming is steeds die primere funksie van die SAPD en beamptes moet toegerus word met die nodige bevoegdhede, vaardighede asook kapasiteitsbouprogramme wat in lyn is met die kontemporere polisieringsfunksie.

A dissertation submitted to the Faculty of Arts in fulfilment of the requirements for the Degree of Masters (Criminology) in the Department of Criminal Justice, at the University of Zululand, South Africa, 2014<br>South Africa is currently a country in crisis. A strike of around 1.3 million public-sector employees, which started on the 18 the August 2011, was and still is causing chaos in the country. Government institutions such as hospitals and schools are closed due to strikes (The Wall Street Journal. 2011). Due to the frustration of the communities because of lack of service deliveries most of these strikes and gatherings becomes violent and destructive. The researcher has identified a major gap with the current curriculum utilized for the basic training of trainees in the South African Police Service. The curriculum mostly consists of theoretical presentations, especially with regard to crowd management. There is no practical training presented on how to manage crowds, and there is no presentation of the equipment that can be utilized and how it can be used to handle crowd management and unrest related incidents. All police officials are ultimately responsible for maintaining law and order and therefore the researcher believes that it is extremely important that trainees should be introduced to crowd management and unrest incidents during basic training. This will enable them to have the necessary skills to handle unrest situation should they be faced with it at station levels. This will enhance service delivery for the whole SAPS, as all police officials will know how to manage crowds.

The Police Service has a strategic priority to improve approaches to progression forunder-represented groups; however, it is facing continued challenges for this priority, as there is a lack of progression for Black and Minority Ethnic (BME) officers. There are implicit suggestions in policy that increasing BME officers in the police would improve police culture in the form of attenuating the racism that may be creating barriers to recruitment and progression. Reform efforts have taken place in the UK Police Services in the last decade to have a more diverse workforce, especially with regard to race, sex and sexual orientation. However, contemporary research has repeatedly demonstrated that there are inherent problems in assimilation of officers that are not white males (Holdaway and O’Neill,2004; Bolton and Feagin, 2004; Cashmore, 2001). The common themes from previous research are that BME officers face barriers of stereotyping, police culture and racism that affects their working environment and prospects of progression. This thesis examined BME senior officers perceptions of progression in the British Police Service. The research was conducted within a qualitative paradigm to examine barriers to career progression that affected BME officers so that professional knowledge is improved for police leaders to consider alternative employment practices. This thesis focused on BME and white Superintendents working in the United Kingdom. BME Superintendents were excluded from the sub-culture of progression, which contained informal practices that were rooted to covert institutional racism. The predominant informal practice found was networks that operated covertly and were linked to chief officer sponsors who could provide mobility. Within the networks there was axiomatic knowledge providing vital dissemination of information for progression. BME Superintendents were negatively impacted by exclusion from these informal practices and exhibited physical and psychological behaviours such as working hard,anxiety and having a lack of confidence. A model describing the cause and effect of BME progression in the British Police Service was developed through this research and is presented as new professional knowledge.

The democratisation of education in South Africa reflects a worldwide phenomenon. Coupled with democratisation is the demand for institutional accountability with regard to learner success and support. Regulating authorities such as the Departments of Education and Higher Education, therefore expect training institutions to establish and maintain student support services to assist learners in the successful completion of their studies. As a recognised and accredited education and training service provider, the South African Police Service is therefore required not only to train its employees but also to accept responsibility for the success of its learners. The purpose of this research study is to explore whether or not existing SAPS learner support services rendered to trainees during basic police training are regarded by trainees as valuable and effective. The findings of the study should assist the SAPS in determining areas in which it could improve these services to ensure the success of all its trainees. For the purposes of this study learner support is defined as a comprehensive and rigorous system supporting learning through the provision of a broad spectrum of services (academic and non-academic) that are meant to enable learners to optimise their learning experience. The constructivist learning theory was adopted as the theoretical framework for the study. The research design utilised was survey research, and the data collection instrument was a questionnaire. The validity and reliability of the questionnaire as well as the validity of the constructs utilised were confirmed by means of tests relevant to this purpose. The sample used was representative of the learner population in the SAPS and the response could be classified as very good. The most important findings of this research study were that the learners participating in the research experienced the learner support services they received as useful/helpful and timely rendered. While the results of the frequency tests suggest the existence of some conflicting findings with regard to the usefulness/helpfulness and timeliness of the services rendered it was therefore be concluded that learners who utilised the services found them satisfactory. Overall, it was found that learner support services were regarded as important and generally delivered on time. The instrument, and the large number of respondents involved in the generation of data, ensured a refined analysis of the data. Based on the analysis it was possible to identify specific academies where the provisioning of learner support was more advanced than others. It was also possible to identify specific aspects regarding learner support that could be strengthened, such as Library Services. The research indicates that the SAPS could target certain aspects of its support services and academies for improvement. This study concluded by recommending a learner support model for the South African Police Service.<br>Thesis (PhD)--University of Pretoria, 2015.<br>Education Management and Policy Studies<br>PhD

Summary in English.<br>According to President Thabo Mbeki, the fight against corruption is one of the principal tasks of his new government. Corruption is a central concern for a country that is in a difficult political transition and is facing strong economic demands. South Africa needs an effective government. The focus of this paper is one of the areas where corruption is thriving, the South African Police Service (SAPS). I have chosen for a study within the department of Safety and Security because this is the headquarters of the fight against corruption and the place where the rule of law should be rooted most deeply. If the justice-system is corrupt, the whole state will be polluted. According to the Parliamentary researcher for the Safety and Security Committee 'the current level of corruption within the overall criminal justice system is the factor most negatively influencing efforts to substantially improve safety and security in South Africa', undermining both public confidence and crime prevention strategies (Briefing Committee 1999:1). This is one motivation for writing a thesis on this topic: corruption is a central concern for those involved in South African politics. The theme of corruption is also at the heart of political organization. People organize themselves for certain goals. Whatever these goals are, corruption interferes with their effective pursuance. Studying corruption means studying the nature of government and the tension between the way it should use its power and the way it does. It is about the limits of human organization, the tension between the public and the private, and the slippery way people practice their ethics. This is another motivation for writing on this topic: corruption is a central concern for those involved in political science. In South Africa, there are widespread beliefs in the existence of corruption. In a survey published by Idasa in 1996, 46 percent of the respondents felt that most officials were engaged in corruption and only 6 percent believed there was a clean government (Lodge 1998:157). The police certainly does not have a dean reputation. In a newspaper poll over half of the respondents called the police 'corrupt and having no integrity' (Sowetan 28/3/96, quoted in Syed and Bruce 1997:2). Moreover, an opinion survey at the end of 1998 showed that 60 percent of the respondents thought the government was controlling corruption 'not very well' or 'not at all well' (Mail &amp; Guardian 8/10/99:30). In this thesis, I want to put these figures into perspective. The purpose of the thesis is two-folded. Firstly, to provide for an analysis of the historical, political, social and organizational roots of corruption within the SAPS. Secondly, to confront this analysis - and the policy directions it suggests - with the practice of fighting corruption in South Africa.

There is a noted discrepancy between police psychological services offered and services utilized. It is important to understand reasons for underutilization when creating services for officers. The purpose of this study was providing empirical evidence from the officers-perspectives to answer this question. The conceptual foundation was officers may refuse participation due to police culture. The conceptual framework was represented in research questions focused on officers- perspectives regarding psychological services provided by psychologists without law enforcement (LE) experience. The participants were employed law enforcement officers (LEOs) from regions across the United States. Officer participation from all 50 states was targeted to assist in ensuring demographic variability. Phenomenological methods were employed. Samples were gathered by contacting 2 police departments (PDs) per state, in arbitrarily chosen cities and rural areas. One questionnaire with pre-addressed, stamped envelopes was sent to each department indicating the research post office box. Data were analyzed by applying qualitative research data software, open coding, in-margin notetaking procedures, and individual recognition of themes. Ten to 25 participants were required and 10 were achieved. Two categories, 6 subcategories, 2 themes, and 3 subthemes emerged from the data analyses. Data analyses aligned with previous findings in 2 aspects and did not support others. Positive social change will be affected through identifying reasons for low service utilization. Agencies may begin restructuring program policies, developing more effective training, and other psychological protocols for LEOs and providers.

There has been increasing concern about the lack of adherence to total quality management principles among public and private sector organisations who espouse a quality orientation. One example is the British police service. While it's new appraisal system (adopted nationally in 2004) has much to commend it, little can be regarded as quality compliant. The problem is its traditional outlook. Quality systems are focused on team-working with the assumption that processes, not people are the problem. The new police appraisal makes no such assumption retaining an emphasis on the individual as the major determinant of organisational performance. It is this contrast which focuses the present research not only concerning issues of performance assessment and appraisal but also diagnosis. It introduces the theory of planned behaviour as a remedy which incorporates organisation culture/climate, simultaneously, as indirect beliefs. It uses familiarity assessments to overcome increasing concerns about traditional elicitation processes. This produces the first research question: To what extent will integrating organisation culture/climate as indirect (top down) beliefs in the theory of planned behaviour provide a legitimate model for intervention and change in quality organisations? It also raises concerns about the theory's prediction of behaviour in circumstances of an annual appraisal and produces the second research question: To what extent will expanding the adapted theory of planned behaviour to include measures of performance self awareness (past behaviour, current expected behaviour and negative affectivity) provide a more legitimate model for intervention and change in quality organisations? Both these questions are addressed from a critical realist perspective, focused on the repeated self report returns of 325 personnel from a single English constabulary, conducted over two years. Aggregated to the group mean these measures provide evidence of bottom-up emergent processes analysed using structural equation modelling. Results support first the adapted theory of planned behaviour as a solid foundation for further development, and second its expansion as a legitimate model for intervention and change in quality organisations. Overall, the research provides for the quantitative improvement of British police service performance management and appraisal procedures, also relevant to other quality organisations. It also produces a number of theoretical, methodological and applied/ practitioner implications which are discussed together with study limitations.

Thesis (MPA)--Stellenbosch University, 2003.<br>ENGLISH ABSTRACT: Freedom of association is a constitutional fundamental freedom denied the members of the Namibian Police Service. This led to the researcher to conduct a study on current labour practices in the said organisation. The aim thereof was to establish whether the inexistence of unions has a detrimental effect on labour relations, and also to explore possibilities of introducing trade unions in the Police Service. A study was conducted within a qualitative approach with the data obtained from existing literature as well as through interviewing police officers and other public office bearers. It was ultimately found that the entire organisation is fraught with labour related problems, which would have been handled differently within unionism. The study therefore recommends that a union be formed for the Namibian Police members.<br>AFRIKAANSE OPSOMMING: Vryheid van assosiasie is 'n konsitusionele fundamentele vryheid wat die lede van die Namibiese Polisiediens ontsê is. Dit was aanleidend tot die navorser se ondersoek van bestaande werkspraktyke in die gemelde organisasie. Die studie is daarop gerig om vas te stel of die bestaan van unies nadelig inwerk op werksverhoudings asook om die moontlikheid van die instelling van vakunies in die polisiediens te ondersoek. Die studie is met 'n kwalitatiewe benadering onderneem en data is bekom uit bestaande literatuur asook onderhoudsvoering met polisiebeamptes en ander openbare ampsdraers. Daar is uiteindelik bevind dat die hele organisasie gebuk gaan ander werksverwante probleme wat binne vakunie-verband anders hanteer sou word. Die studie beveel dan ook aan dat 'n unie vir die lede van die Namibiese Polisie ingestel moet word.

The six papers contained within this thesis relate to the study of Wellbeing in the UK police between 2011 and 2015. Holistically, the papers presented here cohere to fulfil the research objectives by addressing three general questions: 1. To what extent are resilience interventions effective? 2. To what extent does wellbeing manifest itself within the UK police service? 3. To what extent is wellbeing managed, shaped and influenced through leadership? This research has made five significant and original contributions to knowledge and practice: Firstly, it has firmly established why a study of this nature is called for in policing. There has been no previous work carried out on resilience training efficacy in UK policing prior to this, and as such our understanding of how to create a conducive environment with the right leadership approach to address wellbeing issues was hitherto limited. Secondly, having mapped the current terrain in respect of wellbeing in policing, this research has found, labelled and reported on a previously hidden phenomena, that of Leaveism. Leaveism fills a lacuna in current thinking regarding behavioural responses to being unwell or experiencing workload overload; and how that impacts in the workplace. Thirdly, this research has contributed to workplace practice; understanding how these phenomena play out and can be managed operationally illustrates the applied nature of this study, contributing to evidence based practice within the police. Fourthly, many of the findings contained within this research have been influential across policing nationally, providing frameworks for other police forces to work from. Finally, and most significantly, this thesis has tested and reported on resilience training efficacy, concluding that it results in significantly better workplace outcomes for employees. This thesis contains papers that have been peer reviewed and published in academic journals. With a strong emphasis on practical workplace application this research has provided a valid and reliable evidence base for police forces to act upon. This work has radically changed both our (police service) understanding, and our ability to act on the phenomena detailed in this thesis. Policing in the UK is changing monumentally. The findings presented in this thesis have made a significant contribution to both the organisational changes within UK Policing; and to the effective management of those changes.

This study has been undertaken to analyse the potential of sport as cultural capital in the South African Police Service. There is a need to determine the role of sport in the SAPS and its realisation as a cultural capital and to also find out why the SAPS does not fully realise sport as Cultural Capital. The study offers an understanding of aspects of law enforcement agency sport, cultural and social capital, social cohesion, the social role of sport, sport governance, political power and struggle and sport policy in the SAPS. A review of relevant literature dealing with sport in the law enforcement agencies, cultural and social capital and sport policy was carried out. The sources to gather information embody: books, magazines, articles, newspapers, Government media reports, journals and information from the internet. Single stage sampling procedure was used as the researcher has access to names in the population and can sample the people or other elements directly (Creswell, 2009). A schedule of questions served as the main data collection tool, and it was piloted on ten per cent of the members of the population who did not serve in the final sample of respondents. This exercise assisted in validating the questions. The qualitative study was done with face-to-face semi-structured interviews to get the views of SAPS sport participants relating to SAPS sport. The questions schedule was used to conduct face-to-face interviews to collect data analysed using Atlas ti. SAPS sport contributes towards the accrual of cultural capital within the South African Police Service, but with an exception of language culture, embodied cultural capital and objectified cultural capital. The study concludes that workplace sport has a positive influence on employees' performance and it contributes significantly towards the high level of employees' commitment to the organisation. Police officers should be given opportunities to be involved in sport and recreation activities within the working environment. SAPS should ensure that proper resources are provided and are made easily accessible to enable employees to participate in sport regardless of rank. All police personnel should be exposed to opportunities that are there because of participation in sport in the work environment. SAPS top management should give full support to all members who are interested in participating in sport because of the benefits that are accrued when taking part in sport. Proper sport structures should be put in place at all levels of SAPS sphere of operations so that there should not be communication breakdown in relation to sport issues.<br>Thesis (DPhil)--University of Pretoria, 2016.<br>Biokinetics, Sport and Leisure Sciences<br>DPhil<br>Unrestricted

Thesis (M.A. (Clinical Psychology) --University of Limpopo, 2008<br>Police members of the South African Police Service (SAPS) work under constant physical, emotional and psychological stress due to the demands of their work. It is possible to assume that this profession could be more susceptible to trauma, depression and suicide ideation than a less demanding profession. The increase in suicides within the SAPS in the past years has created great concern worldwide. The literature review contributes to the understanding of vicarious trauma by providing evidence of its widespread existence and the impact on all professions that deal with trauma victims, as do the SAPS. A need for further research was highlighted. The aim of the study was to determine the prevalence of vicarious trauma within the SAPS; how rank, marital status, education, duration of service and workload affect the existence of vicarious trauma; and how the experience of vicarious trauma affects the lives of the SAPS member . A quantitative study was done with a sample comprising of 60 SAPS members from the Limpopo Province (Lebowakgomo and Mankweng stations). The inclusion criteria included: participants (both permanent and voluntary) had to be active, field working members of the SAPS and had to be in direct association with trauma victims. The conceptual framework: T rauma Theory guided the description and interpretation of the data. Findings revealed that there exist, at present, high levels of vicarious trauma within the SAPS. The duration of service and the marital status of the individual were found to have an influence on the existence of compassion fatigue, while rank, workload, education level and gender were found to have no direct relationship to the presence of vicarious trauma. Finally , this study concludes with recommendations for future studies into vicarious trauma within the SAPS.

The primary aim of this essay and qualitative case study is to identify different explanations of why the European External Action Service (EEAS) was organised and why it resulted in today’s organisation. Existing research not entirely updated highlighted the need for new information. Furthermore, since existing research mostly focuses on other aspects, such as the character of EU foreign policy or the role of the EU internationally, this motivated an alternative approach. Three main branches of New Institutionalism (rational choice, historical and sociological) constitute a theoretical framework, aimed at identifying explanations perhaps not earlier contemplated. Findings suggest for example that a major reason for the organisation of this service is due to self-interest maximising, increasing the EUs political and economic influence by acting more coherent. The need to attain legitimacy and resemble other established actors by adopting institutionalised practices and structures in the homogeneous diplomatic field is another explanation. The Service is partially organised the way it is because of the successes of major EU institutions and the member states in ‘locking-in’ their preferences. Organisational characteristics can also be explained as results of several historical, institutional upgrades in relation to earlier treaties and debates on the future of Europe.

Thesis (MPhil (Sociology and Social Anthropology))--University of Stellenbosch, 2010.<br>ENGLISH ABSTRACT: Niederhoffer developed a scale in the early 1960s to measure the level of cynicism among police officials. Niederhoffer concluded that cynicism is prevalent among police officials and that professionalization of the police occupation is the root cause of cynicism. The Niederhoffer scale was subjected over years to a number of methodological tests. It was found to be multi-dimensional whilst some authors found that the scale is invalid. In this study, we confirmed these findings to some extent in that it was found that the Niederhoffer’s scale is indeed multi-dimensional and that it has a low internal reliability. This study also replicated some of Niederhoffer’s substantive hypotheses which were supported by our empirical data. The various dimensions of scale were also correlated with an Attitude Towards Organizational Change scale. It was found that cynicism is related most strongly to both fear of change and acceptance of change.<br>AFRIKAANSE OPSOMMING: In die vroeë 1960’s het Niederhoffer ‘n skaal ontwikkel om die vlakke van sinisme onder polisie-amptenare te meet. Niederhoffer vind sinisme onder polisie-amptenare en skryf dit toe aan die professionalisering van dié beroep. Niederhoffer se skaal is geruime tyd al aan ‘n aantal metodologiese toetse onderwerp en die bevinding was dat dit meerdimensioneel is, hoewel sommige outeurs dit ongeldig bevind het. In hierdie studie is ook bevind dat Niederhoffer se skaal meerdimensioneel is met ‘n lae interne betroubaarheidstelling. Die studie herhaal sommige van Niederhoffer se hipoteses en bied steun aan die meeste van sy hipoteses. Die verskeie skaaldimensies is met die Houding Teenoor Organisatoriese Verandering-skaal in verband gebring en die bevinding is dat sinisme aan beide vrees vir verandering en aanvaarding van verandering verwant is.

This thesis is a policy analysis of the Pharmacy In A New Age (PIANA) initiative launched by the Royal Pharmaceutical Society of Great Britain (RPSGB) in 1995. It leads to an understanding of how pharmacy services develop as a part of the Welfare State. The chosen interpretation was to explore the pharmacy policy sub-system using the Advocacy Coalition Framework (ACF), the Systems Approach and the dimensions of power associated with decision-making. The PIANA initiative identified five areas where pharmacists' input into future healthcare systems would be valued: o the management of prescribed medicines; e the management of long-term conditions; the management of common ailments; the promotion and support of healthy lifestyles; and, advice and support for other healthcare professionals. Research was conducted using both qualitative and quantitative methods to ascertain pharmacists' perceptions towards the implementation of the PIANA initiative. From the interviews it was determined that isolation, remuneration, skill mix and competitive retail environment were factors thought to impede the implementation of new pharmacy services in the community setting. Hypotheses were generated and subsequent questionnaire based research explored pharmacists' views relating to the development of the extended pharmacy services and which organisations were trusted to influence the policy process. The study group comprised 2359 pharmacists living in Great Britain who were registered With the RPSGB on March 12 th 1999. The response rate was 50.1 % (n= 1182). Statistical analysis demonstrated that the management of prescribed medicines was ranked most important role and that pharmacists employed in GP surgeries were thought best placed to carry out this role. The author suggests that clinicallytrained pharmacists based in GP surgeries would be best placed to manage prescribed medicines. Community pharmacists ranked the management of common ailments as their second most important role and were perceived to be best located by all pharmacists. Hospital ranked the advice and support of health care professionals as the second most important; community pharmacists ranked this as the fifth most important. The conclusionsd raw on the literaturea ssociatedw ith implementationT. he author considers that the methods employed, were appropriate to analyse the pharmacy policy process. The analysis identified that the RPSGB was unable to unilaterally influence the policy process and that the plethora of pharmacy organisationsm ay be detrimentatl o policy implementationT. he authorc oncludes that local leadersw ho are associatedw ith severalp harmacyo rganisationsfu rther compromise the situation. Employees of Primary Care Organisations were found to possess the triple dimensions of power associated with decision-making and are key policy brokers for emerging pharmacy services. Future policy implementation research should focus upon this group. The majority of pharmacists were unable to identify a legitimate organisation to support the local implementation of pharmacists' non-dispensing roles, this may impede the implementation process. The majority of pharmacists agreed that they would have to change the skills that they used in order to survive. Educators and trainers should ensure that pharmacists develop competencies to the expected professional standards required to develop and deliver new roles. 16

Policing is often characterised by highly stressful situations that are outside the experience of the general public (Violanti, 1999). In spite of this only a few studies have gone beyond identifying and categorising likely stressors as well asking police officers themselves how they view and experience stress. The present research set out to explore the subjective experiences of and preferred modes of managing stress as reported by police officers and some of their spouses. Adopting a mixed methodological approach, three empirical investigations were conducted. The first study reported findings emerging from a survey questionnaire, while the second and third studies entailed Interpretative Phenomenological Analyses of narrative, interview based data. The quantitative study comprised two distinct phases: a pilot followed by a large scale postal questionnaire, both surveying psychological outcomes of anxiety, depression, posttraumatic stress disorder, and coping behaviours of 45 and 168 police officers respectively. Analysis of variance for differences on anxiety and depression as a function of rank and gender produced non-significant results across two the phases. Hierarchical log linear however showed different patterns of morbidity for gender in the prevalence of PTSD. Interpretative phenomenological analysis of the interview transcripts with six police officers revealed themes relating to "stress in an experience to be denied; the emotional rules of display how stress is managed; and managing the professional self" as important dimensions of stress and managing stress experiences. The analysis of six officer spouses' accounts about their own stress experiences identified three prevalent themes; namely, "living with an intransient organisation; feelings of exclusion; and living with a non-communicative partner". Collectively these two sets of themes showed the experience of stress for these police officers was multi-dimensional in that two conversational voices (that of a professional police officer, and as a private individual) emerged. Influenced by the role of the officer in both worlds, organisational norms in their professional world and quality of relationships in their private world, the findings of this thesis are discussed in terms of the interconnectedness between the public and private worlds of the officer and how this shapes their contextualisation, experience and management of stress.

Thesis (PhD)--University of Stellenbosch, 2000.<br>ENGLISH ABSTRACT: Although terms such as input, output, outcomes, productivity, quality, efficiency and effectiveness represent measures of performance, they also measure different aspects of performance. The question of the relevance of the measurement of performance for the South African Police Service (SAPS) invariably arises. The following three questions have, therefore, been formulated: • What is the relevance of performance measurement for the SAPS? • Which performance measurement determinants must be addressed and integrated into the process of performance measurement in the SAPS? • How could performance measurement improve the rendering of service? The purpose of the exploratory study was to provide a conceptual framework for performance measurement by developing a systematic and comprehensive performance measurement system (model) for the SAPS which will have longterm advantages for both the SAPS and the customers and/or communities they serve. The key aims were, "therefore, threefold: • To ensure that the SAPS is fulfilling its mission and accomplishing targeted results. • To measure police performance (successes) in respect of input, output, outcomes, effectiveness and efficiency which will have a direct impact on the combating of crime and is of value to customers and/or communi ties served by the police. • To compare a newly developed and pilot-tested model with the present performance measurement initiative used by the SAPS to prove that the new model has promise. Face-to-face and focus group interviews were conducted with 16 English and Welsh individuals. In addition, face-to-face and focus group interviews were also conducted with 12 police officials of the SAPS in order to determine the current state of affairs regarding police performance measurement. As part of the inductive study and to focus on the formulated questions and purpose, as well as to account for the data, three hypotheses were formulated for this study. The newly developed model will, therefore, enable the establishment of the extent to which: • Resources (human and physical) could be used effectively and efficiently by focussing on performance measurement. • Police operations and activities could be improved on an ongoing basis by focussing on targeted results. • Police operations and activities will have a positive impact on the combating of crime. A conceptual performance measurement framework was developed which reflects the fulfilment of the SAPS's mission and the accomplishment of targeted results. This model also measures the performance (successes) of the SAPS in respect of input, output, outcomes, effectiveness, and efficiency. Twenty police stations of one police area in the Western Cape were selected for the pilot-testing of the newly developed performance measurement system for the SAPS. After the model had been successfully piloted, it was compared with the performance measurement system used by the SAPS at present. The proposed model achieved a substantial higher mark in comparison with the present process/system used in the SAPS. Finally, the new performance measurement system for the SAPS that consists of the following performance measurement determinants namely, strategic direction, performance framework, performance measures, strategy-institutionalizing and performance assessment provides an important building block in the process of analysing the quality of service. In conclusion, according to this exploratory study the newly developed performance measurement system for the SAPS shows that the SAPS can apply the model, in its current format, fully and optimally. However, some shortcomings connected to the model, have been identified.<br>AFRIKAANSE OPSOMMING: Alhoewel terme soos insette, produksie (uitsette), gevolge (resultate), produktiwiteit, 'kwaliteit, doelmatigheid en doeltreffendheid maatstawwe van werkverrigting verteenwoordig, meet dit ook verskillende aspekte van werkverrigting. Die vraag na die toepaslikheid van die meet van werkverrigting vir die Suid-Afrikaanse Polisiediens (SAPD) tree telkens na vore. Die volgende drie vrae is derhalwe geformuleer: • In watter mate is die meet van werkverrigting op die SAPD van toepassing? • Aan watter beslissende faktore vir die meet van werkverrigting moet aandag geskenk word en watter van hierdie faktore moet in die proses van die meet van werkverrigting in die SAPD geïntegreer word? • Hoe kan die meet van werkverrigting dienslewering verbeter? Die doel met die verkenningstudie was om 'n voorstellingsraamwerk vir die meet van werkverrigting te verskaf deur 'n stelselmatige en omvattende stelsel (model) vir die meet van werkverrigting vir die SAPD te ontwikkel wat langtermynvoordele sal inhou vir die SAPD, sowel as die kliënte en/of gemeenskappe wat dit bedien. Die sleuteldoelwitte is daarom drievoudig: • Om te verseker dat die SAPD sy missie ten uitvoer bring en die beoogde resultate bereik. • Om die werkverrigting (suksesse) van die Polisie met betrekking tot insette, produksie, resultate, doelmatigheid en doeltreffendheid te meet wat 'n direkte invloed op die bekamping van misdaad sal hê en ook van waarde is vir kliënte en/of gemeenskappe wat die Polisie bedien. • Om die nuutontwikkelde en voorafgetoetse model te vergelyk met die metode wat die SAPD tans gebruik om werkverrigting te meet om te bewys dat die nuwe model belofte inhou. Persoonlike onderhoude is met 16 Engelse en Walliese persone gevoer en fokusgroepsbesprel<.ings is gehou. Persoonlike onderhoude is ook met 12 polisiebeamptes van die SAPD gevoer en fokusgroepsbesprekings is gehou om die huidige stand van sake oor die meet van werkverrigting in die Polisie te bepaal. As deel van die verkenningstudie en om op die gestelde vrae en doel te fokus, asook om 'n verldaringvir die data te gee, is drie hipoteses vir hierdie studie geformuleer. Die nuut ontwikkelde model sal dus die mate van die volgende kan bepaal: • Hulpbronne (menslik en fisies) doeltreffend en doelmatig benut word deur op werkverrigting te fokus. • Polisie-operasies en -aktiwiteite op 'n deurlopende grondslag verbeter kan word deur op die beoogde resultate te fokus. • Polisie-operasies en -aktiwiteite 'n positiewe invloed op die bekamping van misdaad sal hê. 'n Voorstellingsraamwerk vir die meet van werkverrigting is ontwikkel wat die uitvoeringvan die missie van die SAPD en die bereikingvan beoogde resultate weerspieël. Hierdie model meet ook die werkverrigting (suksesse) van die SAPD met betrekking tot insette, produksie, gevolge, doeltreffendheid en doelmatigheid. Twintig polisiestasies van een polisie-area in die Wes-Kaap is gekies vir die vooraftoetsing van die nuutontwikkelde stelsel vir die meet van die werkverrigting vir die SAPD. Nadat die model suksesvol getoets is, is dit vergelyk met die stelsel wat tans deur die SAPD gebruik word om werkverrigting te meet. Die voorgestelde model het 'n aansienlike hoër punt behaal in vergelyking met die stelsel wat tans in die SAPD gebruik word. Laastens bied die nuwe stelsel wat werkverrigting in die SAPD meet en wat bestaan uit die volgende bepalings vir die meet van werkverrigting, naamlik strategiese rigting, raamwerk vir werkverrigting, maatstawvve vir werkverrigting, strategiese institusionalisering en waardebepaling van werkverrigting 'n belangrike bousteen in die ontledingsproses van kwaliteit diens. Sammevattend toon die nuutontwikkelde stelsel VIr die meet van werkverrigting in die SAPD volgens hierdie verkenningstudie dat die SAPD die model in sy huidige formaat ten volle en optimaal kan toepas. 'n Paar tekortkomings met betrekking tot die model is egter geïdentifiseer.

Thesis (MPA)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: research study was about finding the right sourcing strategy that would work effectively for the South African Police Service (SAPS) garages. Its purpose was to help the SAPS garages deal strategically and effectively with their work load while repairing the SAPS vehicles, as the current evidence indicated that the garages might not have sufficient capacity to cope with the volume of repairs they were receiving. The research was structured as a case study design, in which personal interviews were held with SAPS garage managers, SAPS strategy drivers (Head Office) and executive managers at the City of Cape Town, Western Cape Provincial Government Fleet, and Passenger Rail Agency of South Africa (PRASA). To follow up on these initial one-on-one interviews, a further questionnaire comprising similar, information-gathering questions was sent out to various SAPS garage managers to elicit more detailed information on the circumstances of their individual garages. A literature review, which formed the basis of the study, explains the sourcing strategy, and explores different sourcing options including how to make the best sourcing decision. In this study, three models of sourcing strategy were considered, and were supported by the case study of the City of Cape Town, Western Cape Provincial fleet management, and PRASA. This study has proved that what the different authors have written and recommended about in-sourcing and outsourcing can still be considered in conjunction with the current legislative and policy framework. The cost analysis was conducted in order to be able to assess which option would be the more expensive between in-sourcing and outsourcing. The fundamental finding of this research was that the SAPS garages could not handle all the work they were receiving, as they did not have the capacity, for various reasons, to deal with the volume of vehicle repairs that were coming in, and that the variety of sourcing strategies at the different garages were not effectively reducing the backlog. There was no clear sourcing strategy in place from the National office to guide the garages. From these findings, the recommendation is that the big garages should handle all the services and minor repairs including some major repairs, with the majority of the major repairs being outsourced to service providers, while the smaller garages should focus on services and minor repairs only, and outsource all major repairs. The vehicles that are not within a 30km radius of the SAPS garages must be directly outsourced to providers using the RT46 contract, or similar arrangement. Further research studies are needed regarding the demographic structure of the garages, and also regarding the effectiveness and efficiency of the actual running of the garages. A balance then needed to be found between in-sourcing and outsourcing, whilst ensuring that the garages were operating efficiently and outsourcing responsibly.<br>AFRIKAANSE OPSOMMING: Die navorsingstudie is gedoen om die effektiefste en geskikste verkrygingstrategie vir die voertuigwerkswinkels van die Suid-Afrikaanse Polisiediens (SAPD) te bepaal. Die doel was om die werkswinkels te help om strategies en effektief te werk gegewe hulle werkslading, aangesien huidige bewyse getoon het dat hulle nie voldoende kapasiteit daarvoor het nie. Die navorsing is gestruktureer as ’n gevallestudie, waartydens persoonlike onderhoude met SAPD-werkswinkelbestuurders, SAPD- strategiese drywers (Hoofkantoor), en uitvoerende bestuurders van die Stad Kaapstad, die Wes-Kaapse Provinsiale Regering-vloot en die passasier-spooragentskap van Suid-Afrika (PRASA) gevoer is. Ter opvolging van die oorspronklike individuele onderhoude is ’n verdere vraelys gebruik waarin soortgelyke vrae aan SAPD-werkswinkelbestuurders gestel is om meer inligting aangaande die toestand van hulle werkswinkels te bekom. ’n Literatuuroorsig, wat die basis gevorm het van die studie, verduidelik die verkrygingstrategie en ondersoek verskillende verkrygingsopsies, asook hoe om die beste verkrygingsbesluite te neem. In hierdie studie is drie verkrygingstrategiemodelle oorweeg, wat ondersteun is deur die gevallestudie van die Stad Kaapstad, die Wes-Kaapse Provinsiale Regering-vlootbestuur en PRASA. Die studie het bewys dat dít wat die onderskeie outeurs oor in- en uitkontraktering bevind en aanbeveel het, steeds oorweeg behoort te word, aangevul deur die bestaande wetgewing en beleidsraamwerk. Die kosteontleding is gedoen om te bevestig watter in- of uitkontrakteringsopsies die effektiefste sou wees. Die fundamentele bevinding van hierdie navorsing is dat die SAPD se voertuigwerkswinkels tans nie al die werk wat hulle ontvang, kan hanteer nie, omdat hulle om verskeie redes nie die nodige kapasiteit het om die groot aantal voertuie wat inkom, te herstel nie. Die uiteenlopende strategieë wat die onderskeie werkswinkels volg sover dit uitkontraktering betref, verminder ook nie die agterstand nie. Daar is nie ’n duidelike verkrygingstrategie van die nasionale kantoor wat riglyne aan die werkswinkels verskaf nie. Die aanbeveling na aanleiding van hierdie bevindinge is dat die groot werkswinkels al die versienings en kleiner herstelwerk, met inbegrip van sekere groot herstelwerk, moet hanteer, terwyl die kleiner werkswinkels moet fokus op versienings en kleiner herstelwerk, en alle groot herstelwerk moet uitkontrakteer. Indien voertuie buite ’n 30 km-radius van ’n SAPD-werkswinkel is, moet sodanige herstelwerk uitgekontrakteer word deur gebruik te maak van die RT46-kontrak, of ’n soortgelyke reëling. Verdere navorsingstudies is nodig oor die demografiese struktuur van die werkswinkels, asook die doelmatigheid en effektiwiteit betreffende die werklike bedryf van die werkswinkels. ’n Balans moet gevind word tussen in- en uitkontraktering, terwyl daar verseker moet word dat die werkswinkels effektief bedryf word en uitkontraktering op ’n verantwoordelike wyse geskied.

<p> Arizona police officers are required by the Arizona Police Officer Standards and Training board to complete continuing training on an annual basis. Police continuing training has traditionally been offered as lecture-based classroom training. Online training offers an alternative method of providing training. The purpose of this study was to compare the effectiveness of an online version of a police training class to a classroom-based version of the same course. Participants consisted of sworn police officers employed by the Phoenix Police Department and taking the department&rsquo;s Domestic Violence Investigation (DVI) course. The study compared student learning outcomes between the two course versions, as well as student attitudes and perceptions of training. </p><p> The study utilized a descriptive research design with a mixed methods approach. Research questions investigated the attitudes and perceptions of participants, compared student learning outcomes between the two course versions, and asked whether educational level and previous experience with online learning was linked to positive learning outcomes in the DVI course. Quantitative data consisted of demographic questionnaires, a 45-question assessment of the likelihood of success in online learning, a 10-question pre-test, and a 10-question post-test. Qualitative data was obtained through interviews with six participants who had taken the DVI course. </p><p> The results of the study indicated participants in the online version of the DVI course performed as well or better on the post-test than their counterparts in the classroom. Participants interviewed for the study enjoyed the online presentation of the course, and supported the development of additional online training options within their department. Positive student learning outcomes for the online DVI course provide support for the development of online police training programs.</p><p>

Affirmative action is the purposeful, planned placement and development of competent or potentially competent persons in or to positions from which they were debarred in the past. Affirmative action is an attempt to redress past population, on a local and national level. One of the requirements of affirmative action in South Africa is that it must target persons who have been discriminted by unfair discrimination in the past. the Emplyment Equity Act was brought into the South African government to bring equality to all. Unfair discrimination is a branch of affirmative action in which individuals are discriminated against not only on race, but includes colour, sex, religion, age, disability, language and the likes. Section 9 of the Constitution of South Africa prohibits unfair discrimination against any person on any of the listed grounds. Section 2 of the Employment Equity Act is in place to aim to achieve equity within the workplace by promoting equal opportunity and fair treatment as well as eliminating unfair discrimination. Section 6, like the Constitution, lists grounds against which an individual may not be discriminated. Historically, the South African Police Services were a deeply-routed racist organization, where only white males were afforded better opportunities. This however changed after South Africa became a democratic country and with the introduction of the SAPS Act. Transformation within the SAPS took place after South Africa moved towards a democratic society.