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Betts, M. F. "The employment implications of public construction investment". Thesis, University of Reading, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.354076.
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Gould, Anthony Morven Francis, i n/a. "Employment Relations In The Fast Food Industry". Griffith University. Griffith Business School, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20061106.114525.
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The McDonald's model of labour management has been widely adopted throughout the fast food industry. Literature that is critical of fast food labour management policy and practice often portrays employers as offering work that is low paid, unchallenging and uninteresting. However, others argue that the industry provides young workers with: a first resume entry, training opportunities, the chance to develop a career and a path into employment. This study interprets these two perspectives as reflecting either misalignment or alignment of employee/crew and employer preferences. Such an interpretation recognises that fast food work does not represent a career for many who do it but is short term or 'stop-gap' in nature. The study's research question is: to what extent does management preference for elements of work align with the preferred working arrangements of crew at McDonald's Australia? This research subjects McDonald's Australian stores to independent scrutiny. Previous research in this area has mostly used qualitative methods. Earlier studies, by and large, provide descriptive accounts of fast food employment however they often lack the rigour of an empirical investigation. The present research uses a structured survey method to obtain data from crew and managers. Results are analysed using descriptive and inferential statistics. Findings focus on three areas of labour management: industrial relations, work organisation and human resource management. Several themes relating to alignment of preferences in the fast food employment relationship are identified. These are: crew have scant knowledge of industrial relations, do not like aspects of work organisation, but respond positively to certain human resource management policies and practices; crew lack knowledge of labour management issues generally; crew work is simple and repetitive; and, many young crew seem to dislike aspects of fast food work as they get older but others, who have distinctive characteristics, appear to continue to like the McDonald's approach as they age.
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Duffy, Brianne Michelle. "Identification of stressors related to emergency department employment". Honors in the Major Thesis, University of Central Florida, 2003. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/315.
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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.Bachelors
Health and Public Affairs
Nursing
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Giroux, Carolyn (Carolyn Joan) Carleton University Dissertation Management Studies. "Correlates of attitudes towards women in management and employment equity programs for women in the public service". Ottawa, 1995.
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Leichter, Paola J. "A Bitter Pill to Swallow| The Negative Impact of Non-Compete Clauses in Physician Employment Contracts". Thesis, The George Washington University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1596166.
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In today's modern world of medicine, most, if not all, physician employment contracts contain non-compete clauses. Non-competes, also known as restrictive covenants, essentially function as restraints on trade. Non-competes act as a restraint in the medical arena by preventing physicians from taking patients with them when physicians begin new employment or, alternatively, depart on a self-employment basis. They also restrain physicians from competitively practicing medicine in a predetermined geographic area for a specified period of time.
Restraints on trade have a long noteworthy history. One case that emphasized the importance of having checks and balances on such restraints is Lochner v. New York. While not relating to the practice of medicine and non-compete provisions, Lochner is nonetheless an important case to the analysis of non-compete provisions in physician employment contracts. Lochner is necessary to the discussion of non-competes because it emphasizes how the history of restrictions on restraints on trade have changed so that now private parties, and not just the government, are allowed to implement restrictions. Additionally, these restrictions vary depending on the profession and where professionals practice.
Non-compete provisions are found in contracts created by both small private medical practices, as well as bigger entities, such as hospitals and managed care organizations. Therefore, this is not an issue limited to the size of the practice. The physician-patient relationship has gradually become more and more of an impersonal one due to managed care organizations and legislation such as the Affordable Care Act (ACA). This does not, however, mean that physicians and patients approve of this interference and push towards an impersonal relationship. Thus, if patients are unhappy with the resulting impersonal relationship from managed care plans and legislation, patients may suffer further from these non-compete clauses interfering with the patients' utilization of physician services.
These clauses hurt not only the physicians trying to practice, but also have the capacity to conflict with patient choice in regard to selecting the physician they want for treatment purposes. More importantly, such non-competes negatively interfere with the continuity of patient care. It is for these aforementioned reasons that it would behoove the American Medical Association (AMA) to model its non-compete guidelines after those found in the American Bar Association (ABA), which strictly limit the use of such non-compete provisions in attorney employment contracts.
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Opperman, Theo. "An analysis of the sexual orientation discrimination framework in the public sector : the case of Stellenbosch Municipality". Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/2822.
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Thesis (MA (Public and Development Management))--University of Stellenbosch, 2009.Sexual orientation (discrimination) as a part of diversity management in organisations is a controversial issue and people in management positions are not always comfortable to address issues relating to gay employees. This is evident from the lack of adequate policies and processes that exist within public organs. Ignorance and prejudice, heterosexism and homophobia, religious and moral beliefs and stigmatisation contribute to why employees discriminate against their co-workers based on sexual orientation. The following measures can be taken by the organisation in combating this phenomenon: • Writing anti-discriminatory statements. • Re-evaluating the current state of the organisational culture and whether it is supportive of gay employees disclosing their sexual orientation at work. • Developing an employee assistance programme. The success of these measures will largely depend on the capacity of the Human Resource department in making the organisation more inclusive. Therefore, the Integrated Development Plan of Stellenbosch Municipality as its organisational strategy plays a vital role in this entire process, as it cannot be separated from the Human Resource management strategy of this organisation. These initiatives will only be effective and efficient if there is commitment from top management as well as the employees to ensure a safe work environment for lesbian, gay and bisexual employees.
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Parker, Thomas M. (Thomas Michael) 1943. "The Relationship between Employment Compensation and District Value Systems in Texas Public School Districts". Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc279099/.
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This study was conducted to determine what the relationship is between the employee compensation/benefit programs in Texas public school districts and the basic values and beliefs that are important to the success of the districts.
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Skiadas, Dimitrios. "Financial control of the management of the resources given to Greece by the European Social Fund concerning employment : legal and institutional aspects". Thesis, Durham University, 2000. http://etheses.dur.ac.uk/1583/.
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Mahoney, Kimberly Lynne. "The employee sportsphere an investigation of the work experience for the paid, part-time event staff at public assembly facilities /". Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1150134211.
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Andrieux, Stéphanie. "Intermédiation entre employeurs et demandeurs d’emploi : le problème de légitimité du service public de l’emploi : Les contraintes structurelles et organisationnelles conduisant à une « trappe à légitimité » : Le cas de Pôle emploi et les conditions au changement du service public de l’emploi français". Thesis, Bordeaux, 2016. http://www.theses.fr/2016BORD0280/document.
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Dans un contexte de chômage fort dans toute l’Europe depuis de nombreuses années (taux moyenautour de 10%), la capacité à faire le lien entre l’offre et la demande d’emploi est cruciale etessentielle pour limiter le chômage.Les pouvoirs publics français ont consacré une attention particulière au service public de l’emploiqui a fait l’objet d’une transformation importante incarnée par la création de Pôle emploi en 2008.Force est de constater que cette réforme n’a pas permis d’atteindre les objectifs escomptés et queles critiques pleuvent sur l’inefficacité de cette nouvelle structure. La crise de légitimité de Pôleemploi s’illustre notamment par l’existence d’un écosystème « parallèle » de l’intermédiationoffre/demande qui s’est développé en marge du service public de l’emploi en regroupant unensemble d’acteurs spécialisés (cabinets de recrutement, sociétés d’intérim, etc.) et de servicesnumériques dédiés (job board - Monster, JobiJoba, Cadremploi, Le Bon Coin - ; réseaux sociaux –Linkedin, Viadéo - ; etc.) sur lesquels s’appuient les entreprises et les candidats pour répondre àleurs besoins. L’objectif de cette recherche est d’identifier les contraintes structurelles etorganisationnelles qui expliquent la crise de légitimité du service public de l’emploi français. Nostravaux ont également pour objectif d’illustrer, au travers du cas de Pôle emploi, le concept de« trappe à légitimité » qui s’applique, sous certaines conditions, aux organisations évoluant dansun contexte non concurrentiel. Nous proposons enfin d’en tirer des conclusions théoriques et desimplications managériales applicables à l’élaboration d’une stratégie de réforme pour lesorganismes du service public notammentIn a context of high unemployment across Europe for many years (average around 10%), theability to link job supply and demand is crucial and essential to limit unemployment.The French authorities have devoted particular attention to reform the public employment servicewhich resulted in a major transformation embodied by the creation of « Pôle emploi » in 2008. Itis clear that this reform has not achieved the desired objectives and many critics are on theineffectiveness of this new structure.The crisis of legitimacy of « Pôle emploi » is especially illustrated by the existence of anecosystem of intermediation between supply and demand that has been developed in the marginsof public employment service. It includes a set of specialist players (recruitment agencies,temporary employment agencies, etc.) and dedicated digital services (job board - Monster,JobiJoba, Cadremploi Le Bon Coin -; social networks - LinkedIn, Viadeo -; etc.) in which firmsand candidates rely on to meet their needs.The aim of this research is to identify structural and organizational constraints that explain thecrisis of legitimacy of the french public employment service. Our work also aims to illustrate,through the case of « Pôle emploi », the concept of "hatch of legitimacy" that applies, undercertain conditions, on organizations operating in a non-competitive environment. We finallypropose to draw theoretical conclusions and managerial implications applicable to thedevelopment of a reform strategy for public organizations
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Isaaks, Ruberto Carlo. "A descriptive analysis of the perception and attitude of staff on employment equity in the City of Cape Town Health Directorate". Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/2106.
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Thesis (MPA (School of Public Management and Planning))--Stellenbosch University, 2008.South Africa comes from an apartheid local government system that was structured to divide citizens socially, economically, spatially, and racially to ensure that only a small minority of South Africans benefited from development. However since 1994 with the democratisation of our country, local government departments have undergone a number of transformation processes, which saw the country steadily moving away from the apartheid local government system. Representation is one of the main foundations of a non-racist, non-sexist and democratic society and achieving it is regarded as a necessary precondition to legitimise the public service to drive it towards equitable service delivery. The most prominent response to achieve a representative public service was the Employment Equity Act (No 55 of 1998), which became operational on 9 August 1999. Essentially the Act calls for a complete prohibition of unfair discrimination against all employees and requires that all designated employers undertake affirmative action measures to ensure that suitably qualified people from designated groups have equal employment opportunities. There are therefore many arguments in favour of AA and many against it, making it a formidable and complex task, especially in the South African context. However it is important to understand the reason for enactment of employment equity legislation in the workplace in terms of South Africa‟s history of discrimination and the resultant inequalities. The manner in which employment equity and affirmative action is introduced and handled in the organization can have a great influence on the perception and attitude of staff towards the topic. It therefore becomes imperative to grasp the understanding of staff on employment equity and related issues to measure if any progress was made and how to possibly improve on present practices in the organisation. Against this background this study investigated the perception and attitude of the City of Cape Town Health staff towards employment equity. The requirements of the EEA were discussed and used as the benchmark for success of implementation. The study included the review of relevant secondary sources of information but primary data was also obtained through the use of questionnaires comprising of semi structured questions to achieve this objective. The main findings from the secondary data revealed that AA is still necessary as a corrective tool, because our playing fields are far from leveled, however the reality is we have a great shortage of skills that is impacting on our global competitiveness which calls for a shift in thinking regarding the government‟s present approach. 4 In addition the research also identified as a designated employer, the City of Cape Town has fulfilled the legislative requirements, in that all its policies are consistent with the requirements of the EEA. The main findings of the primary data obtained from the questionnaires recognized that senior management of the City Health directorate is committed to EE, but falls short of an effective communication plan regarding the relevant issues of EE, there is little focus on disabled appointments and many employees indicated other criteria outside 'suitably qualified' (as defined in the EEA) plays a large role in the promotion of employees.
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Zovko, Davor. "Rapportering och kontroll i fokus : En studie av Arbetsförmedlingens utvärderingsverksamhet". Licentiate thesis, Örebro universitet, Institutionen för juridik, psykologi och socialt arbete, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-57585.
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The aim of this study was to explore evaluation in the Swedish Public Employment Service, with particular focus on how the use of evaluations looks like. The study consists of two studies. The first one is an analysis of the Employment Service’s all policy documents that describe or mention evaluation as well as an interview-study with all the management staff in one of the Employment Service’s local labor market units. The second study is a comparative study with analysis of the Employment Service’s entire evaluation production for the years 2010 and 2015. The results show that the Swedish Public Employment Service is a hierarchically controlled governmental organization with routines for effective communication of management's messages to all levels in the organization. Employment Service's evaluation is governed and implemented centrally and communicated from the top, down through the organization. Evaluations are mainly used as a routine for checking and reporting, as well as accounting to the government. Managers on a middle and local level find that much of the evaluation is about control, and that control is not adapted to needs of the everyday business on the local level. Evaluation activities are extensive. Evaluations seems to have become an end in itself, used in legitimizing purposes rather than as a tool for developing of the service to the clients. Half of the evaluations that the Employment Service carried out by their own, is regular evaluations. Almost all evaluations carried out by the European Social Fund Council in Sweden and “Samordningsförbund” (associations for coordination of social projects) are single occasion-evaluations. Legitimizing dominates the use of evaluation, both 2010 and 2015 in evaluating production. Evaluation for improving of the service to the clients is mentioned only in a small number of policy documents. Evaluations that includes the client’s perspective as well as proposals for change occurs to a limited extent in both 2010 and 2015. The Organization of the Employment Service's evaluation activities are heavily influenced by New Public Management's management philosophy.
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Vink, Bazil Rainer. "The benefits and critical importance of diversity management in the National Department of Public Works". Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/21984.
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Thesis (MBA)--Stellenbosch University, 2008.ENGLISH ABSTRACT: This thesis extends research on the benefits and critical importance of diversity and proper diversity management in South African government departments, and was built on the premise that this research can provide benefits in assisting this government departments to make improvements in their diversity management and to harness the benefits of diversity. Participants in the study were the employees from the National Department Public Work's Cape Town Regional Office. The study also looks at diversity management studies conducted in Australia, Malaysia and Canada. The study involves an in-depth analysis of the literature on diversity management, which resulted in an untangling of the complexity of the subject .
AFRIKAANSE OPSOMMING: Die doel van hierdie werkstuk is om die voordele en kritiese belang van die bestuur van diverse werkgroepe binne die Suid Afrikaanse staatsdepartemente te ondersoek. Nieteenstaande die moontlike slaggate, moet die voordele van 'n diverse werksgroep en die belangrikheid om sodanige personeel effektief te bestuur nie deur werkgewers onderskat word nie. Die werknemers van die Nasionale Department Publieke Werke, Kaapstad gaan deel neern in die studie. Die studie sluit in persoonlike onderhoude. Die studie ondersoek ook bevindinge oor die bestuur van diversiteit in Australia, Malaysia en Kanada, Dit sluit ook in diepte ondersoek van literuur aangaande diverse bestuur.
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Cano, Leobardo. "Public School Teaching and Administrative Employment Applications in Texas: A Study of Compliance with and Awareness of the Civil Rights Acts of 1964 as Amended in 1972, and Equal Employment Opportunity Commission Policies and Regulations". Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc330769/.
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The purpose of this study was to determine whether application forms used in Texas public schools for teachers and administrators were in compliance with federal Equal Employment Opportunity Commission (EEOC) and Texas Human Rights Commission Act (THRCA) regulations regarding preemployment practices. Participating in the study were 740 public school districts in Texas. The study also attempted to determine if these application forms are in violation of EEOC regulations pertaining to pre-employment practices and whether classification based on the districts' size, wealth, student ethnicity and geographical location has a bearing on the degree of compliance with and awareness of EEOC and THRCA regulations. A model employment application form and set of guidelines were developed for school districts to use in securing pre-employment information. Inferential statistics were used through various applicable designs. Three different types of analysis were utilized. These were a Descriptive Analysis, a Goodman- Kruskal Gamma (y) Coefficient—chi-square analysis and a Multiple Regression analysis. The descriptive analysis included the calculation of percentages of the suspect questions appearing on teacher and administrator application forms utilizing the Criteria Used to Determine EEO Compliance and Awareness Among Texas School Districts. The Goodman-Kruskal Gamma (y) Coefficient and the chi-square analysis were employed in order to determine differences in compliance and awareness based on the districts' size, wealth, student ethnicity and geographical location. The GAMTAU. ASC Computer Program was used to test the Gamma values, with a standard z-score. The Multiple Regression analysis was employed to determine to what extent variation in the use of total suspect questions correlated with size, wealth, ethnicity and geographical location. The results of the data analyzed reveal that the size and ethnicity of the school district had a weak but significant correlation with EEO compliance and awareness based on employment application forms for teachers and administrators and that school districts in Texas were not in compliance with EEOC and THRCA regulations regarding application form pre-employment practices.
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Aulis, Angela Rena. "How much should the off-duty employment of police officers be regulated?" CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2675.
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This project explored the question of whether or not the employment of off-duty police officers should be regulated. It includes two surveys, a statewide survey of agency regulations and a survey of Fontana Police Department personnel.
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Lima, Alessandro. "La responsabilità disciplinare nel rapporto di lavoro con la Pubblica Amministrazione". Doctoral thesis, Università degli studi di Padova, 2013. http://hdl.handle.net/11577/3422620.
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The thesis concerns «The disciplinary responsibility in the labour relationship with the public administration».
Despite the differences with the system of private labour, related to peculiarities of public employment, the legislator is still following the trend of privatization, even after the reform of 2009.
The first chapter analyses the legal basis of disciplinary power, its function and sources of law system regulating disciplinary responsibility. After the so-called “Brunetta Reform”, disciplinary power maintains a private nature, grounded on the employment contract. D.Lgs. no. 150/2009 has enlarged the institutions explicitly regulated by legislative provisions and narrowed the role of collective bargaining agreements. Nonetheless it has not caused a return to a public system of regulation. The disciplinary provisions do not directly aim the protection of public interests, but a private one, concerning the contract of employment. Also the direct effect of the “public employees behaviour code”, provided for by L. n. 190/2012, does not demonstrate that the code is aimed to protect public interests, as proved by a comparison with ethical codes of private enterprises.
The second chapter concerns disciplinary infringements and sanctions. It starts with considerations about public employees’ contractual obligation, especially about due of loyalty, analysed in relationship with the provisions about incompatibility. The pros and cons of the new regulation on the publication of the disciplinary code on Public administration website are also underlined. The disciplinary infringements introduced by legislative provisions are analyzed in comparison with the ones provided by collective bargaining agreements, trying to give an interpretation with the regulation relevant with the principles of private employment contract. Sanctions provided by the legislator are
still to be applied under the proportionality principle. They are aimed to re-establish the regular labour activity. The chapter is concluded by remarks on conservative sanctions and recidivism.
The third chapter analyses some aspects of the disciplinary proceeding, with special reference to time limits and active subjects, in relationship with the function of the disciplinary power. On the basis of the new regulation on the time limits of the disciplinary procedure, the legislator has endorsed public managers with the responsibility of granting the effectiveness of the disciplinary system. Moreover, the
research analyses the limits of collective bargaining agreements’ competence, and how they have performed these their function. The public administration maintains a discretionary power on sanctions. This is proved by the analysis of the discretionary conciliation on disciplinary sanctions (art. 55, par. 3, D.Lgs. no. 165/2001), facultative conciliation (art. 410 et seq C.P.C.) and arbitration. The last is still provided by legislation but cannot be established and regulated by collective bargaining agreement.
Finally the fourth chapter deals with the disciplinary responsibility of the public managers, who have the assignment to wield the power on other public employees with no directive position. Disciplinary action is compulsory by law. However, some exceptions are provided on the basis of certain interpretations of art. 55 sexies, par. 3, D.Lgs. no. 165/2001. According to these ideas, managers are allowed not to apply sanctions under a justified reason, on the basis of their discretional evaluation. Nevertheless, a power whose use is provided as compulsory by law is not necessarily aimed to a public interest. In some cases the compulsory use of powers is provided also in the private sector. In this chapter pros and cons of the new rules on the application of conservative sanctions on public managers are emphasized, and some proposals are formulated in order to improve the effectiveness of the relevant legal regime. The thesis ends with some remarks about the dismissal of public managers, and about the protection in case of unjustified dismissal, considering also the debate about the application to the public employment of the art. 18, L. no. 300/1970, modified by L. no. 92/2012La ricerca ha ad oggetto «La responsabilità disciplinare nel rapporto di lavoro con la pubblica amministrazione». L'idea di fondo che sorregge la tesi, con argomenti fondati sul dato legislativo e sull'interpretazione sistematica delle norme pertinenti, è che, malgrado gli elementi distorsivi rispetto all'assetto privatistico, insiti nella specialità del rapporto, la scelta di fondo della privatizzazione permane anche dopo la riforma del 2009. Il primo capitolo analizza il fondamento giuridico del potere disciplinare, la sua funzione e il rapporto tra le fonti. Il potere disciplinare, anche dopo la riforma del 2009, continua ad essere un potere privatistico, fondato sul contratto individuale di lavoro. Il d.lgs. n. 150 del 2009 ha operato una forte ri-legificazione del rapporto, ma non una sua ri-pubblicizzazione. Il potere disciplinare non è direttamente funzionalizzato al perseguimento di finalità pubblicistiche. Anche la diretta efficacia del codice di comportamento, certa dopo l'emanazione della l. n. 190 del 2012, non determina una diretta funzionalizzazione degli obblighi in esso previsti, e per dimostrarlo si opera un accostamento con i codici etici presenti nel settore del lavoro privato. Il secondo capitolo riguarda le infrazioni e le sanzioni disciplinari dei dipendenti pubblici. Si premettono alcune considerazioni sugli obblighi contrattuali dei dipendenti pubblici, in particolare sull'obbligo di fedeltà, esaminato in connessione con le regole sulle incompatibilità. Vengono evidenziati pregi e difetti della nuova regola in tema di pubblicità del codice disciplinare. L'analisi delle infrazioni tipizzate dal legislatore è svolta in costante confronto con quelle previste dai contratti collettivi, dandone un'interpretazione coerente con la disciplina privatistica. La conferma del principio di proporzionalità esclude qualsiasi automatismo nell'applicazione delle sanzioni previste in astratto dal legislatore. La funzione delle singole sanzioni è sempre riconducibile al ristabilimento della regolare attività lavorativa. Si riflette infine sulle sanzioni conservative ai dipendenti pubblici e sulla recidiva. Il terzo capitolo analizza alcuni aspetti del procedimento disciplinare, con riferimento ai termini e ai soggetti attivi, in stretto rapporto con la funzione del potere stesso. L'interpretazione della nuova disciplina dei termini del procedimento, induce a ritenere che il legislatore abbia addossato il rigore sanzionatorio in capo ai soggetti chiamati ad esercitare il potere disciplinare. Vengono inoltre esaminate le competenze rimaste al contratto collettivo, e il modo con cui i contratti le hanno esercitate. Permane una disponibilità della sanzione, come si evince dall'analisi della conciliazione non obbligatoria relativa alle sanzioni disciplinari (art. 55, co. 3, d.lgs. n. 165 del 2001), di quella pre-contenziosa ex art. 410 ss. c.p.c., e dell'arbitrato, che in materia disciplinare non è vietato, anche se non può essere previsto e disciplinato dai contratti collettivi. Il quarto capitolo infine ha ad oggetto la responsabilità disciplinare dei dirigenti, che sono anche titolari del potere disciplinare. Di regola, l'esercizio del potere è obbligatorio. Si ammettono però eccezioni, attraverso un'interpretazione dell'art. 55 sexies, co. 3, d.lgs. n. 165 del 2001, tale da non escludere che ci si possa astenere dall'irrogare la sanzione, anche per motivi di opportunità, in presenza di un giustificato motivo. L'obbligatorietà del potere non implica comunque una sua finalizzazione a fini pubblicistici: anche nel settore privato, ove tali finalità non vi sono, l'esercizio del potere è a volte considerato doveroso. Si evidenziano pregi e difetti della previsione di sanzioni conservative a carico dei dirigenti pubblici, formulando proposte in prospettiva de jure condendo. La tesi si conclude con alcune considerazioni sul licenziamento dei dirigenti pubblici, e sulla tutela in caso di recesso illegittimo, anche alla luce del problema dell'applicazione dell'art. 18 Stat. Lav. riformato dalla l. n. 92 del 2012 al pubblico impiego
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Bernth, Brian D. "Selective intervention rethinking America's strategic employment of force /". Quantico, VA : Marine Corps Command and Staff College, 2008. http://handle.dtic.mil/100.2/ADA490873.
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Odendaal, Barend Röges. "Implications of the Employment Equity Act and other legislation for human resource planning in Telkom, Western Cape". Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51797.
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Thesis (MPA)--Stellenbosch University, 2000.ENGLISH ABSTRACT: The affirmative action process has accelerated dramatically since the democratisation of South Africa. After the 1994 general election equity became entrenched in legislation. The employment equity legislation together with other labour legislation is there to undo long-standing segregation policies. The Employment Equity Act, 1998, holds unique challenges for organisations to reach their employment equity goals. A limited time period has also been set for organisations to apply a temporary intervention to endeavour to correct the imbalances caused by the apartheid regime. The apartheid legislation, which resulted in 45 years of racial separation, had the adverse effect of denying certain South Africans equal employment opportunities. This caused an imbalance in the labour demographics of South Africa. This study focuses on the effects of the implementation of the Employment Equity Act, 1998, and other legislation on human resource planning within Telkom SA. Telkom SA, being the largest communications company in South Africa, has committed itself to employment equity and has already embarked on an affirmative action programme. However, the various pieces of legislation require certain criteria to be met. With the distortion of the labour demographics, Telkom SA finds has difficulty in finding suitably qualified candidates in certain race groups within the Western Cape. Perceptions of affirmative action have also been negative and this has led to resistance to the process. As soon as a commitment to the process occurs, then all human resources can be utilised effectively.
AFRIKAANSE OPSOMMING: Regstellende aksie het dramaties versnel sedert die 1994 algemene verskiesing van Suid Afrika en gelykheid het deel begin vorm van aIle wetgewing. Die wetgewing op gelyke geleentheid, tesame met ander arbeidwetsgewing is daarop gestel om rasse verwydering te beveg. Die Wet op Gelyke Geleenthede, 1998, vereis dat instansies hulle gelyksheid doelwitte bereik binne 'n gegewe tydperk. Die tydelike tussenkoms om die wanbalans te herstel, wat deur die ou regering veroorsaak is, is van kardinale belang. Die apartheids wetgewing het veroorsaak dat daar na 45 jaar steeds 'n negatiewe uitwerking is vir sekere rassegroepe. Dit het ook veroorsaak dat daar 'n wanbalans in die demografie van Suid Afrika is. Hierdie studie is gemik daarop om die uitwerking van die verskeie wetgewing se uitwerking op die beplanning van die menslikehulpbronne van Telkom SA te ondersoek. Telkom SA, is tans die grootste kommunikasie maatskappy in Suid Afrika en hulle is daarop gemik om gelyke geleenthede te bevorder en het die nodige stappe alreeds geneem ten opsigte van die regstellende aksie plan. Die verskeie wetgewing stel sekere vereistes aan Telkom SA weens die feit dat hulle deel vorm van die aangewese maatskappye soos die wetgewing bepaal. Hulle vind dit moeilik om 'n geskoolde persoon uit sekere rassegroepe te kry, weens die feit dat hulle nie gelyke geleentheid gehad het om te ontwikkel nie. Regstellende aksie is ook negatief ontvang deur sekere werknemers en dit kan die proses vertraag. Sodra persone toegewyd word aan die voordele van so 'n proses, sal die dienste van aIle Suid-Afrikaners effektief gebruik kan word.
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Bekwa, Noluvuyo Margaret. "Assessing reasons for non-compliance to the requirements of the Employment Equity Act no. 55 of 1998 : case study of the dietetics department within Tygerberg Hospital". Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85573.
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Thesis (MPA)--Stellenbosch University, 2013.ENGLISH ABSTRACT: The relevance of employment equity has been widely debated. This study is of the view that affirmative action is the core factor in realising compliance to and implementation of employment equity. The study was aimed at investigating why Tygerberg Hospital has not complied with the implementation of the Employment Equity Act (EEA) No 55 of 1998 specifically with regards to the field of Dietetics. Research questions have been formulated, relying on literature which includes guiding legislation and policies. Recruitment and selection processes applicable to the dietetic department were analysed and linked with the consulted literature. Role of transformation in transforming the institution was part of the study to ascertain the scope of transformation in managing diversity within Tygerberg Hospital. A combination of data collection tools was used in the study, including interviews and questionnaires to better understand the underlying reasons of non-compliance. The fundamental findings of the study showed that even though policies and legislation had been formulated, there are underlying issues to be addressed by the institution, such as language barriers and personal perceptions of the institution which could subsequently be improved through effective diversity management strategies. It is recommended that the institution will have to come up with a short-term, measurable plan to ensure compliance such as an institutional employment equity plan, appointment of a transformational officer who will focus on managing the institutional diversity management, and an internal capacity building unit to carry out institutional training and development as opposed to the current system. To ensure monitoring and evaluation compliance on employment equity, it is recommended that the responsibility be linked to the performance plan of the senior managers as well as the line manager of the dietetic department. By so doing failure to comply will result in a poor performance assessment outcome of the delegated authority, compliance enforced through departmental disciplinary procedures.
AFRIKAANSE OPSOMMING: Die toepaslikheid van billike indiensneming is al wyd gedebatteer. Hierdie studie is die mening toegedaan dat regstellende aksie die kern faktor is om nakoming van en die implementering van billike indiensneming te bereik. Die studie was daarop gemik om ondersoek in te stel waarom Tygerberg Hospitaal nie voldoen het aan die implementering van die Indiensneming Gelykheids Wet No 55 van 1998 nie, spesifiek met betrekking tot die veld van Dieetkunde. Vrae in die navorsing was geformuleer, gebasseer op literature wat rigtinggewende wetgewing en beleid insluit. Werwing en seleksie prosesse van toepassing in die Dieetkunde Departement was ontleed en gekoppel aan die toepaslike literatuur. Die rol van transformasie in die transformering van die inrigting het deel uitgemaak van die studie om die omvang van transformasie te bepaal, rakende die bestuur van diversiteit binne Tygerberg Hospitaal. ‘n Kombinasie van data versameling metodes was in die studie gebruik. Dit het onderhoude en vraelyste ingesluit om die onderliggende redes vir nie-nakoming te verstaan. Die fundamentele bevindinge van die studie het getoon dat ongeag die feit dat beleid en wetgewing geformuleer was, daar onderliggende aspekte was wat by die inrigting aangespreek moet word, soos taal-hindernisse en persoonlike persepsie oor die inrigting en wat gevolglik verbeter kan word by wyse van ‘n effektiewe uiteenlopende bestuursstrategie. Dit word aanbeveel dat die inrigting navore moet kom met ‘n kort-termyn en meetbare plan ter versekering van ‘n institusionele billikheidsindiensneming plan, die indiensneming van ‘n Transformasie Beampte wat sal fokus op bestuur van die inrigting se diversiteit en ‘n interne eenheid om die vermoë van die inrigting se opleiding en ontwikkeling uit te voer in teenstelling met die huidige sisteem. Om monitoring en evaluasie van billike indiensneming te verseker, word dit aanbeveel dat dié verantwoordelikheid gekoppel word aan die werkverrigtingsplan van Senior Bestuurders asook dié van Lynbestuurders van die Dieetkundige Departement. Mislukking om hieraan te voldoen sal lei tot ‘n swak werkverrigting evaluering resultaat van die aangewese outoriteit. Voldoening hieraan sal afgedwing moet word deur departementele dissiplinêre prosedures.
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Rautenbach, Leontine. "The relationship between organisational citizenship behaviour, workplace trust and workplace well-being in public and private hospitals in the Eastern Cape province of South Africa". Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/5984.
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Globally, there is a shortage of professional nurses, which compromises the rendering of Health Care performance worldwide. South Africa has the added challenge of a dual Health Care system where there is a large disparity in financial resources, service levels and workload between private and public hospitals, which leads to public hospitals in rural areas failing to attract and retain professional nurses. The purpose of this study is to determine the relationships between three variables from the Positive Organisational Scholarship paradigm namely Workplace Trust, Organisational Citizenship Behaviour and Workplace Well-being which is researched amongst professional nurses in the private and public sectors in both the rural and urban areas in two districts in the Eastern Cape Province. The ultimate aim of the study is to propose interventions of how hospitals can improve the work environment in order to attract and to retain professional nurses. It is also anticipated that the results of the research will contribute to the body of research about Positive Organisational Scholarship (POS). The Workplace Trust Survey (WTS), Organisational Citizenship Level Scale (OCLS) and the Workplace Well-being Questionnaire (WWQ) were integrated into a single selfadministered questionnaire to measure the existence of the variables. The questionnaire also included questions relating to demographic factors. In order to confirm the reliability of the measuring instruments, an Exploratory Analysis was done, a Scree test was applied and a Principal Axis Factor Analysis was conducted. Finally, an Item-reliability Analysis on each factor was administered. The WTS and WWQ revealed sound factorial validity and was considered to be compatible with a South African sample, but the OCLS indicated poor construct validity. Relationships between the variables were analysed by applying a Pearson Productmoment Correlation Analysis in SPSS. T-tests, Analysis of Variance (ANOVA) and the Tukey HSD test was utilized to determine the potential influence of demographic characteristics on the variables. Several interesting relationships between variables and sub-variables were identified. The study concludes with proposed interventions needed to retain professional nurses in hospitals. The limitations of the study as well as recommendations for further research is briefly noted.
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Tomasson, Hannes. "Reformeringen av Arbetsförmedlingen : En kvalitativ studie om marknadisering av offentlig verksamhet". Thesis, Linnéuniversitetet, Institutionen för statsvetenskap (ST), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-90956.
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Marketisation reforms has for a long time been a recurring and debated phenomena, which has recently blossomed by the reform proposal of the Swedish Public Employment Service presented in the so-called “January-agreement”. The aim of this qualitative study is therefor to examine the reform proposal of the Swedish Public Employment Service presented in the “January-agreement” and relate this to marketisation. This will in this study be done by theory consuming of first George Sörensen theory about the impact of globalization on the welfare state, to give a broad view of the cause of marketisation. Then Patrik Halls definition of marketisation within NPM, to explain the meaning and effects of marketisation. And finally, Bo Rothsteins description of the market-equal model, to examine how the creation of legitimacy can be seen as a motive for the reform. The conclusions show that marketisation can describe the reform proposal presented in the January-agreement, which can be seen as a creation of public constructed market with a distinct client focus. Further, the market-equal model shows how the low public confidence for the Swedish Public Employment Service can be seen as a strong motive for some type of marketisation in other to create an increased legitimacy.Marknadisering har länge varit ett återkommande debatterat ämne, som nyligen blommat upp genom reformförslaget av Arbetsförmedlingen i det så kallade Januariavtalet. Målet med denna kvalitativa studie är därför att förklara och analysera reformförslaget i Januariavtalet och relatera det till marknadisering. Det görs i uppsatsen genom en teorikonsumering av först George Sörensens teori om globaliseringens påverkan på välfärdsstaten, som används för att ge en bredare syn av orsaken till marknadisering. Sedan kommer Patrik Halls definition av marknadisering inom NPM användas för att förklara innebörden och effekterna av marknadisering. Till sist används Bo Rothsteins förklaring av den marknadslika modellen, för att förkalkar hur reformförslaget kan motiveras utifrån en legitimitetsaspekt. Uppsatsens huvudsakliga slutsatser är att marknadisering kan förklara reformförslaget i Januariavtalet, som kan ses som ett skapande av en offentlig marknad med tydligt kundfokus. Utifrån den marknadslika modellen kan Arbetsförmedlingens låga förtroende ses som ett strakt motiv för någon form av marknadisering för att skapa legitimitet.
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Bovana, Lindelwa Priscilla. "Assessing diversity management within the Western Cape Department of Community Safety". Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86629.
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Thesis (MPA)--Stellenbosch University, 2014.South Africa has committed itself to social transformation: institutional transformation through the removal of racism and sexism in all legislation, business, employment practices, service delivery and interpersonal relationships: in all of society; and in all spheres of government. Diversity in the South African context is dynamic and complicated as a result of the -apartheid era. There are many political, social and economic factors that are major obstacles to building healthy intercultural relations in South Africa. In today’s corporate workplace, diversity management is what is mostly used to bring about transformation. The South African Constitution enacted in 1996 states that South Africa belongs to all who live in it, being united in our diversity. We are now almost two decades into our democracy and, despite progress being made to ensure redress of historical imbalances in South Africa; diversity management is not advancing at the pace that had initially been envisaged. It is therefore evident that, despite enabling legislation to promote diversity management, translating such into practice is proving to be quite a daunting challenge. It has been noted that organisations are still grappling with issues of diversity. Working with people who have different values, beliefs, attitudes, perceptions, customs and languages from your own can result in costly miscommunication, misinterpretation, misunderstanding and misperception. This subject of diversity management has been explored exhaustively by various authors over time and various explanations for lack of progress have been offered. Over the years, the Western Cape Department of Community Safety (DCS) has witnessed an in increase in its organisational workforce. Employees from different backgrounds were recruited to achieve representivity in the workplace. It even went to the extent of appointing females in fields of employment which were previously predominantly staffed by males. The thesis assessed the DCS approach to diversity management by: - Firstly, obtaining an understanding of how diversity is managed in the department; - Secondly exploring the concept of diversity management in various contexts; - Thirdly exploring the legislative context for diversity management in the South African Public Service; and - Determining the DCSs approach to diversity management by using the current situation in the DCS as a case study A qualitative case study research design with structured interviews and survey questionnaires was used to conduct the study. This was used to draw inferences between practice and theory. The literature review on what diversity management is has been be grouped into dimensions to influence managers to formulate a model on how to embrace and value diversity in the workplace. The research findings clearly indicate that the Department of Community Safety still has much to do in terms of implementing the prescribed legislation on diversity. It is expected that the study will assist the department in its endeavour to achieve a greater level of compliance. In an organisation, the desired results of the “value all differences” approach are synergy and pluralism combined with an appreciation of and contribution towards goals and objectives. Recommendations are proposed in relation to what is key to diversity management as well as identifying determining factors of successful management. The main aim is the implementation of the diversity management model that comprises several steps.
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Nombakuse, Ntombikayise Ethel. "Managing diversity in the amalgamated City of Tygerberg : an evaluation". Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/49390.
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Thesis (MPA)--Stellenbosch University, 2001.ENGLISH ABSTRACT: This research assignment is intended to evaluate the current strategies employed by the City of Tygerberg to manage diversity and its related aspects namely change management, organisational development and organisational culture and thus to identify possible shortcomings in the current strategies employed by the City of Tygerberg and make possible suggestions for improvement. Considering its aim, boundaries have been defined in the research assignment by identifying four areas of concern to be addressed namely diversity management, change management, organisational development and organisational culture. The review of the theoretical perspectives of diversity management, change management, organisational development and organisational culture within the organisational context is also intended to review theory on the identified areas of concern with the aim of creating understanding by the City of Tygerberg for the challenges presented by diversity. The historical background of the organisation in question, the City of Tygerberg, is discussed as well as its vision and envisaged future, with the aim of establishing the corresponding mission and goals to be achieved by the organisation. The relevant legislation which refers to the importance of diversity management and the organisational policies in place addressing the various aspects related to diversity are also reviewed. In order to collect data the researcher designed a self-administered questionnaire which was distributed to the various members of the target group namely the Chief Executive Officer, Manager Human Resources, Manager Training and Development and the Director of Administration. The findings of the research process are then used to make possible suggestions and recommendations for addressing the identified possible shortcomings, with the intention of strengthening the existing methods employed the City of Tygerberg.
AFRIKAANSE OPSOMMING: Die doel met hierdie navorsingsprojek is evaluering van die bestaande strategiee toegepas deur die Stad Tygerberg vir diversiteitsbestuur en verwante aspekte soos die bestuur van verandering, organisasie-ontwikkeling en organisasiekultuur om sodoende moontlike tekortkominge in die bestaande strategiee te identifiseer en moontlike voorstelle vir verbetering te maak. In aansluiting by die doel is daar ter afbakening vier relevante terreine vir ondersoek geidentifiseer, te wete, diversiteitsbestuur, veranderingsbestuur, organisasie-ontwikkeling en organisasiekultuur. Die oorsigtelike beskouing van die teoretiese perspektiewe rakende diversiteitsbestuur, veranderingsbestuur, organisasie-ontwikkeling en organisasiekultuur binne die organisatoriese konteks is ook gerig op teoriehersiening betreffende die geidentifiseerde terreine ter wille van begripskepping by die Stad Tygerberg vir uitdagings gesteI deur diversiteit. Die historiese agtergrond van die ter sprake organisasie, die Stad Tygerberg, word bespreek, asook sy visie en beoogde toekoms, met die oog op daarstelling van 'n verbandhoudende missie en doelwitte vir verwesenliking deur die organisasie. Die relevante wetgewing met betrekking tot die belangrikheid van diversiteitsbestuur en die organisatoriese beleide van toepassing op die verskillende verwante aspekte van diversiteit word ook in oënskou geneem. Met die oog op data-insameling het die navorser 'n vraaglys ontwerp wat versprei is na verskillende lede van die teikengroep, naamlik, die Hoofuitvoerende Beampte, die Hoof Menslike Hulpbronne, die Hoof Opleiding en Ontwikkeling en die Direkteur Administrasie. Die bevindings van die navorsingsproses is gebruik om moontlike voorstelle en aanbevelings vir aanspreking van die geidentifiseerde moontlike tekortkominge te maak, met die oog op verstewiging van die bestaande metodes toegepas deur die Stad Tygerberg.
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Gitari, Flora K. "Investigating the potential role of corporate social responsibility (CSR) in management of HIV/AIDS at work place : a case study of garment industries in Thetsane Maseru /". Thesis, Link to the online version, 2007. http://hdl.handle.net/10019/359.
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Mtebele, Nozibele Sweetness. "Assessing the implementation of the Employment Equity Act in the public service with specific reference to the appointment of women to top management positions: a case study of the Eastern Cape Provincial Administration". Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/d1015154.
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The Employment Equity Act, No 55 of 1998forms part of the transformation legislation aimed at promoting equity, and eliminating discriminatory and unfair treatment in the workplace. The South African government has developed a comprehensive policy framework that promotes equity while supporting the advancement of women to managerial positions.An area of consideration for this study is the representation of women in top management positions in the various departments of the Eastern Cape Provincial Administration.This study examined the legislative framework and progress that has made in the appointment of women to managerial positions in the South African public service and, in particular, the Eastern Cape Province. A comparison between the 2012 and 2013 Eastern Cape employment equity reports shows that there is slow progress in the implementation of employment equity. Although both South African men and women are well represented in the economically active population, women hold a relatively small percentage of top management positions. This study, through an in-depth review of literature, identified barriers to the implementation of employment equity in the Eastern Cape Provincial Administration.The Eastern Cape employment equity reports were analysed. The purpose of this analysis was to find the strengths and weaknesses, and successes and failures in the implementation of the Employment Equity Act and related legislation. The final part of this studyprovided an in-depth discussion and recommendations regarding the barriers and weaknesses of the South African employment equity system that have been highlighted throughout the study.
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Van, Der Berg-Ross Ashlene. "An assessment on managing workforce diversity in public sector organisations : the case of the Department of Local Government Western Cape (WC)". Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85744.
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Thesis (MPA)--Stellenbosch University, 2013.ENGLISH ABSTRACT: This thesis examines the perceptions of the staff of the Department of Local Government in the Western Cape (WC) regarding workforce diversity as part of diversity management. A literature review is presented and this research shows that organisations in South Africa and around the world have come a long way with regard to understanding and appreciating workforce diversity. The literature review also revealed the important facilitating role HR diversity management plays in improving the performance of organisations, as well as in creating unity amongst employees. What is also important is the fact that organisations now understand and realise the important role diversity management programmes and practices play in their own survival. Therefore various steps are available for organisations to ensure that the benefits are achieved from having diverse employees in their workplace while effectively integrating these employees into the organisation. A background on the Department of Local Government (WC) is provided, which highlights the Department’s priorities and Key Performance Areas (KPAs) as set out in its Annual Performance Plan (APP). The KPAs of the Department are dynamic and not influenced by political shifts, as in the case of municipalities. However, the priorities of the Department are similar to the strategic objectives that are embedded within the 30 municipalities. The priorities of the Department are parallel to those of the municipalities’ priorities in order to ensure that the Department and municipalities achieve their objectives together. It is therefore the Department’s responsibility to assist municipalities in achieving their strategic objectives by constantly monitoring and evaluating their level of performance. If a municipality performs badly, the Department must assist where necessary. The research findings regarding diversity management show that the employees are unaware whether a diversity management policy has ever existed or whether any training of such a nature has been conducted within the Department. Data show that limited effort has been made by the Department to develop a diversity management policy. The findings also indicate that more diversity management programmes and training are needed, in order to bring about awareness of workforce diversity and the successful management of diversity. What was also clear is that not enough diversity audits have been conducted to determine the level of diversity within the Department; and most importantly it is also illustrated that a limited number of staff is housed within the HR unit to assist the Department in creating a strong diversity environment that supports the wellbeing of the staff and the Department. Finally, the thesis provides recommendations for the Department on how to be an inclusive entity, but these recommendations can only be successful if top management and HR have the necessary ability to successfully implement the following recommendations (interventions): develop a diversity management policy to guide the Department on diversity issues; develop diversity management programmes to ensure that all staff members are briefed on all diversity issues; and create a monitoring system to ensure that the policies and programmes are updated as new entrants enter the Department. It is therefore a requirement that these interventions are placed in the Department’s Employment Equity Plan and, more importantly, form part of their Annual Performance Plan (APP). If there is commitment from HR, top management and the employees, these interventions will create a safe, friendly, and hard-working environment with good performance levels.
AFRIKAANSE OPSOMMING: Hierdie tesis ondersoek die persepsies van die personeel van die Departement Plaaslike Bestuur, Wes-Kaap, met betrekking tot werkmagdiversiteit as deel van die bestuur van diversiteit. ’n Literatuurstudie word aangebied en vanuit hierdie navorsing word getoon dat organisasies in Suid-Afrika en dwarsoor die wêreld ver gevorder het met die verstaan van en waardering vir werkmagdiversiteit. Die literatuurstudie het ook lig gewerp op die belangrike fasiliterende rol van die bestuur van diversiteit deur Menslike Hulpbronne vir die verbetering van die prestasie van organisasies, sowel as in die bewerkstelliging van ’n gevoel van eenheid tussen werknemers. Wat ook belangrik is, is dat organisasies nou die belangrike rol van diversiteit-bestuurprogramme en -praktyke verstaan en besef hoe hul eie oorlewing daardeur geraak word. Verskeie stappe kan deur organisasies onderneem word om te verseker dat dit voordelig is om ’n diverse groep werknemers in hul werkplekke te hê en hierdie werknemers doeltreffend in die organisasie te integreer. Die agtergrond van die Departement Plaaslike Bestuur (Wes-Kaap) is voorsien, met beklemtoning van die Departement se prioriteite en sleutel prestasie areas (KPA’s) soos in die Jaarlikse Prestasieplan uiteengesit; sleutel prestasie areas van die Departement is dinamies van aard en word nie, soos in die geval van munisipaliteite, deur politieke omwentelinge geraak nie. Die prioriteite van die Departement is egter soortgelyk aan die strategiese doelwitte wat in die 30 munisipaliteite vasgelê is. Die prioriteite van die Departement loop ewewydig met dié van die munisipaliteite om te verseker dat die Departement en munisipaliteite hul doelwitte saam bereik. Die Departement is dus verantwoordelik om munisipaliteite by te staan in die bereiking van hul strategiese doelwitte deur voortdurende monitering en evaluering van hul prestasievlak. Indien ’n munisipaliteit swak presteer, moet die Departement hulp verleen waar dit nodig is. Die bevindings van die navorsing oor diversiteit dui daarop dat werknemers nie van die bestaan van enige diversiteitbestuurbeleid óóit bewus was nie, óf geweet het of enige opleiding van dié aard al in die Departement aangebied is nie. Data toon die beperktheid van die Departement se pogings om ’n beleid vir die bestuur van diversiteit te ontwikkel. Die bevindings toon verder dat meer diversiteitbestuurprogramme en -opleiding benodig word om bewustheid van werkmagdiversiteit en die suksesvolle bestuur van diversiteit daar te stel. Wat ook duidelik was, is dat te min diversiteitkontrole onderneem is om die vlakke van diversiteit binne die Departement te bepaal. Die belangrikste bevinding is egter dat daar slegs ’n beperkte aantal personeellede in die Menslike Hulpbronne-eenheid is om die Departement by te staan in die skepping van ’n sterk diversiteit-omgewing wat die welstand van die personeel onderskraag. Die tesis doen voorstelle aan die hand vir die Departement oor hoe om ’n inklusiewe entiteit te wees. Hierdie voorstelle kan egter slegs suksesvol wees indien die Hoofbestuur en Menslike Hulpbronne oor die nodige vermoë beskik om die volgende aanbevelings (intervensies) te implementeer: Ontwikkel ’n beleid vir die bestuur van diversiteit om die Departement ten opsigte van diversiteit te begelei; ontwikkel diversiteitbestuurprogramme om te verseker dat alle personeellede oor diversiteit ingelig word; en skep ’n moniteringstelsel om te verseker dat die beleide en programme bygewerk word namate nuwelinge by die Departement aansluit. Dit is dus ’n vereiste dat hierdie intervensies in die Departement se diensbillikheidsplan opgeneem word en, wat nog belangriker is, deel vorm van die Jaarlikse Prestasieplan. Indien Menslike Hulpbronne, topbestuur en werknemers hulle hiertoe verbind, sal hierdie intervensies ’n veilige, vriendelike en hardwerkende omgewing met goeie prestasievlakke tot stand bring.
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Trinkle, Daniel. "Comparative Views on Age Discrimination Within Appellate Court Decisions: Utilizing Werner and Bolino’s Framework". Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/honors/609.
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The manner by which courts view performance appraisals in relation to the outcome of case is certainly a topic worthy of discussion. Utilizing the framework used within the work of Werner and Bolino (1997), the following study was able to accomplish two main goals: (1) update the information of Werner and Bolino (1997) by evaluating modern cases, and (2) to evaluate new data regarding age discrimination utilizing the same framework as Werner and Bolino (1997). Utilizing chi-square analysis to test all of the hypotheses, it was demonstrated that there was statistical significance in performance appraisals with the presence of a job analysis regarding court outcome. Other variables such as appraisal basis (trait, behavioral, MBO), triangulation, and appraisal frequency did not have any statistical significance. Out of the six new hypotheses tested, all showed statistical significance except for one. These hypotheses showcased the immense differences in how different forms of discrimination are viewed by the court even with respect to the performance appraisal. This was especially true with age discrimination in comparison to every other form of discrimination. In conclusion the following study accomplished its two main goals by displaying consistency with Werner and Bolino’s work and successfully evaluating new variables to support the hypotheses that involve differences between different forms of discrimination and the outcome of the court case.
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Nkoana, Nthabiseng Martha. "Evaluation of gender equity programme implementation in Limpopo Provincial Department of Sport, Arts and Culture". Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5437.
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Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.ENGLISH ABSTRACT: Since the democratic dispensation in South Africa, attempts were made in earlier studies to make recommendations for the implementation of gender equity in the labour markets. Until now companies and public service departments have done little to ensure gender equity. Most efforts made were merely window-dressing given that previous studies provide evidence of fewer female employments in Senior Management Service (SMS) positions across the public service. South Africa has introduced a legal framework to support the Employment Equity Act, 1998 (RSA, Act 55 of 1998). The study sets out to evaluate the extent of gender equity implementation in Limpopo Provincial Department of Sport, Arts and Culture. The EEA, 1998 (RSA, Act 55 of 1998) aims to redress employment inequalities previously experienced by racially, culturally and sexually marginalized South Africans. Departmental human resource processes are evaluated to establish equity measures necessary to achieve the purpose of the EEA, 1998 (RSA, Act 55 of 1998). This study reviews employment equity practices from various countries to establish best practice. Issues and proposed strategies for improvements surrounding employment equity legislation in South Africa are also highlighted. The study is extended to other departments to establish accountability standards as well as actions and penalties available for noncompliance. The findings from the study indicate that women are mostly employed in middle management while male employees continue to dominate the top management in spite of the Department of Public Service and Administration’s (DPSA) strategic goal to reach a 50% equal employment at SMS by 31 March 2009. Suggestions are provided to accelerate implementation of gender equity in Limpopo Provincial Department of Sport, Arts and Culture. Given that the study was based on a representative sample of a single public service department, the findings may as a result not be generalized to the entire South African public service.
AFRIKAANSE OPSOMMING: Sedert die demokratiese bedeling in Suid-Afrika was pogings in vroeë studies aangewend om aanbevelings te maak vir die implementering van geslagsgelykheid in die arbeidsmark. Tot dus- ver het maatskappye en staatsdiens departemente min gedoen om geslagsgelykheid te bevorder. Talle pogings wat aangewend was, is niks meer nie as uiterlike vertoon, gegee die feit dat vorige studies bewysstukke lewer van minder vroulike indiensneming in Senior Bestuursdiens (SBD) posisies deur die staatsdiens. Suid -Afrika het `n wetgewende raamwerk ingestel om die Gelyke Indiensnemingswet, 1998 (RSA, Wet 55 van1998) te ondersteun. Die studie het ten doel om die implementering van geslagsgelykheid in die Limpopo Provinsiale Departement van Sport, Kuns en Kultuur te evalueer. Die GIW, 1998 (RSA, Wet 55 van 1998) beoog om die indiensnemings ongelykhede te herstel, wat voorheen ondervind was deur rasse, kulturele en geslagtelik gemarginaliseerde Suid-Afrikaners. Departementele menslike hulpbron prosesse word beoordeel ten einde die billikheidsmaatreëls te bepaal wat nodig is om die doelwitte van die GIW, 1998 (RSA, Wet 55 van 1998) te bereik. Hierdie studie raadpleeg gelyke indiensnemings praktyke van verskillende lande ten einde die beste praktyk te stig. Aangeleenthede en voorgestelde strategieë vir die bevordering van wetgewing oor gelyke indiensneming in Suid-Afrika word ook beklemtoon. Die studie word uitgebrei na ander departemente om standaarde oor aanspreeklikheid te bepaal, asook optrede en strafmaatreëls vir nie-voldoening daaraan. Die bevinding van die studie dui daarop dat vrouens meestal op middel bestuursvlak in diens geneem word, terwyl manlike werknemers aanhou om die top bestuursvlak te domineer, ten spyte van die Departement van Staatsdiens en Administrasie (DSDA) se strategiese doelwit om 50% gelyke indiensneming op SBD- vlak teen 31 Maart 2009 te bereik. Aanbevelings word gemaak om die implementering van geslagsgelykheid te versnel in die Limpopo Provinsiale Departement van Sport, Kuns en Kultuur. Gegee die feit dat die studie gebaseer was op `n verteenwoordigende monster van `n enkele staatsdiens departement, mag die bevindinge gevolglik nie veralgemeen word met die totale Suid-Afrikaanse staatsdiens nie.
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Mai, Angela Marie. "Beliefs Influencing Hiring Agents' Selection of Qualified Autistic Candidates". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5022.
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Qualified and capable working age autistics face an 83% unemployment rate, thus, straining the economy and deteriorating their quality of life. This research examines potential contributing factors by inquiring what hiring agents' beliefs may be influencing their selection of qualified autistic candidates. This quantitatively weighted, concurrent, mixed methods (QUAN > qual), multiple linear regression study measured the influence of hiring agents' control, normative, and behavioral beliefs upon their selection of qualified autistic candidates. Through the theoretical lens of Ajzen's theory of planned behavior, conceptually crystallized with other validated theories; a representative, simple, random probability sample of hiring agents throughout the contiguous United States (n = 212) participated in this study. This model statistically significantly identified hiring agents' beliefs influencing their selection of qualified autistic candidates to fill open positions (F(45, 73) = 36.067, p < .001, adj. R2 = .930). The inclusion of autistics in organizational diversity policies and practices (B = 0.266), overcoming dependability stereotypes (B = 0.195), and the fear of embarrassment (B = 0.187) were the most significant (p < .001) quantitative influencers. Participants (30%) qualitatively conveyed a desire for comprehensive autistic education. Future study should explore public policy aimed at organizational education relative to qualified autistic candidates. This increased scientific understanding could help develop expanded public policy leading to decreased unemployment rates for autistics, increased organizational performance for all business types, and improved socioeconomic stability across the nation resulting from increased economic contributions and decreased social service expenditures.
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Xalisa, Qaqamba Yvonne. "An evaluation of the Masupa-Tsela Youth Pioneers Program implemented by the Eastern Cape Department of Social Development and Special Programs within Mhlontlo Local Municipality". Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86608.
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Thesis (MPhil)--Stellenbosch University, 2014.ENGLISH ABSTRACT: Since the advent of democracy in South Africa, the government has prioritized youth development in the country. The strides made by government include setting up institutional arrangements, developing policies and implementing programmes targeting young people in the country. However, despite the efforts made to develop young people, the youth transition to adulthood is still extremely difficult, more especially for unemployed black females who reside in rural areas. Youth unemployment is the biggest problem affecting the youth in South Africa and globally, and the majority of the unemployed youth have been categorised as ‘Not in Education, Employment or Training’ (NEET). Being unemployed and also not being in education or training to prepare for future employment, limits future employability of the NEETs. The Department of Social Development and Special Programmes in the Eastern Cape Province implemented the Masupa-Tsela Youth Pioneers Programme (MYPP) to intervene in the high rate of youth unemployment in the Province. The programme in the Province was never evaluated and as a result there is no evidence of the success or failure of this youth programme. This study evaluates the implementation of the MYPP with a particular focus in Mhlontlo Local Municipality within O.R. Tambo District Municipality in the Eastern Cape Province. Mhlontlo Local Municipality is a rural municipality characterized by high youth unemployment, high youth poverty, low levels of education among youth and low literacy levels among adults. The purpose of the study was to explore and discover whether the intended outcomes of the MYPP were achieved and what the specific challenges of the youth were. Evaluation research is used in this study to explore the MYPP. Evaluation research assesses the conceptualization, implementation, and impact of development programmes and projects. The data collected during this study through focus groups, interviews, questionnaires, and document review, revealed that the programme mostly achieved its intended outcomes, although there are areas that need to be improved in the future implementation of the programme. However, the goals and outcomes of the MYPP were not adequate to address the size of the challenge. On the basis of the findings of this study the researcher recommends that youth development programmes should be implemented in the context of sustainable development and young people must be placed at the centre of that development as agents of change in their communities. The researcher also recommends outcomes based planning in the Department, up-scaling of the programme, regular evaluation of the design, implementation and results of a youth programme as well as improved participation of the youth in the programmes designed to improve their lives.
AFRIKAANSE OPSOMMING: Die regering het sedert die koms van demokrasie in Suid-Afrika jeugontwikkeling in die land geprioritiseer. Die vooruitgang wat gemaak is, sluit in die opstel van institusionele reëlings , die ontwikkeling van beleid en die implementering van programme wat gerig is tot jong mense in die land. Maar ten spyte van die pogings om jong mense te ontwikkel, vind die jeug die oorgang na volwassenheid nog steeds baie moeilik, veral vir werklose swart vroue wat in landelike gebiede woon . Werkloosheid onder jeug is die grootste probleem wat die jeug in Suid -Afrika en in die wêreld ondervind, en die meerderheid van die werklose jeug word gekategoriseer as "Nie in onderwys, beroep of opleiding nie' (NOBOe). Om werkloos te wees en ook nie in onderwys of opleiding om voor te berei vir toekomstige indiensneming nie, beperk toekomstige indiensneembaarheid van die NOBOe . Die Departement van Maatskaplike Ontwikkeling en Spesiale Programme in die Oos-Kaap het die Masupa Tsela - Jeug Pioneers Programme (MJPP) geïmplementeer om in te gryp in die hoë werkloosheidskoers onder die jeug in die Provinsie. Die programme in die provinsie is nooit geëvalueer en as gevolg is daar geen bewyse van die sukses of mislukking van hierdie jeug programme nie. Hierdie studie evalueer die implementering van die MJPP met 'n spesifieke fokus op Mhlontlo Plaaslike Munisipaliteit in die Tambo -distriksmunisipaliteit in die Oos-Kaap. Mhlontlo Plaaslike Munisipaliteit is 'n landelike munisipaliteit wat gekenmerk word deur hoë werkloosheid onder die jeug, hoë jeug armoede, lae vlakke van onderwys onder die jeug en lae vlakke van geletterdheid onder volwassenes . Die doel van die studie was om te ondersoek en vas te stel of die beoogde uitkomste van die MYPP bereik is en wat die spesifieke uitdagings van die jeug was. Evaluering navorsing is in hierdie studie gebruik om die MJPP te verken. Evalueringsnavorsing evalueer die konseptualisering, implementering en die impak van die ontwikkeling van programme en projekte . Die data wat ingesamel is tydens hierdie studie deur middel van fokusgroepe, onderhoude, vraelyste , en dokument hersiening, het aan die lig gebring dat die programme meestal sy doel bereik het, maar daar is gebiede van die implementering van die programme wat in die toekoms verbeter sal moet word. Maar die doelwitte en uitkomste van die MYPP was nie voldoende om die grootte van die uitdaging aan te spreek nie. Op grond van die bevindinge van hierdie studie beveel die navorser uitkomsgebaseerse beplanning in die Departement voor, vergroting van die programme , gereëlde evaluering van die ontwerp, implementering en resultate van 'n jeug programme sowel as die verbeterde deelname van die jeug in die programme wat ontwerp word om hul lewens te verbeter.
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Dhlodhlo, Lindelani Mkhumbuzi. "Exploring the local economic development initiatives for unemployed rural women in Mandeni municipality". Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5393.
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Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.ENGLISH ABSTRACT: Unemployment and poverty have an adverse effect on society and proactive and sustainable measures are needed to deal with it. Women and rural women in particular, form the most affected group when it comes to unemployment and poverty. Illiteracy and underdevelopment are the major barriers to the advancement of unemployed rural women. Women in rural settings in most cases rely on local economic development (LED) initiatives for day-to-day survival. Local government has a constitutional mandate to promote social and economic development in order to improve the quality life for the citizens of South Africa. This mandate has been followed by a number of policy documents and guidelines for LED to enable local authorities to perform this task efficiently. The concept of LED is a micro approach in that it deals directly with local issues of economic development through partnerships between communities, business, workers, development agencies and governmental agencies to promote local economy. There is a pressing need for local government to be proactive in dealing with issues of rural development and in supporting LED initiatives of rural women. The literature review covers the theoretical framework of LED through examining both international and domestic practices. The review deals with the history of LED, the LED concept, development theories, evaluation of the practices of LED, as well as participatory development, pro-poor LED, and tourism as a response to LED. It further assesses the contextual framework of LED with particular attention to South African policy and practice. The state of LED in South Africa is discussed, together with the way forward for LED. The study provides an investigation into the background of the Mandeni Municipality by looking at the demographic factors and geographical location of the area. The state of LED in Mandeni Municipality is highlighted, together with LED strategy for the Municipality, and major future development associated with LED. The study clearly portrays that there is a gap between the LED initiatives of the unemployed rural women and the Municipality. The strategic location of the Municipality facilitates future economic prospects for the area and new development proposals associated with LED. It is clear from the LED Unit structure in Mandeni Municipality that there is a lack of capacity to deal with the LED challenges and local economic initiatives. From the literature review it is clear that women are critical role players in LED because of their ability to initiate community-based economic development projects and to perform multi-task activities. It is evident that strong partnerships with various LED stakeholders working directly with low-income communities can play a meaningful role in alleviating poverty, and in the creation of employment.
AFRIKAANSE OPSOMMING: Werkloosheid en armoede het vandag .n nadelige invloed op die gemeenskap en proaktiewe en volhoubare maatreels is nodig om dit hok te slaan. Wat werkloosheid en armoede betref, val vroue onder die groepe wat die meeste geraak word, veral plattelandse vroue. Ongeletterdheid en onderontwikkeling is die vernaamste hindernisse vir die vooruitgang van werklose plattelandse vroue. Vroue in .n plattelandse milieu steun sterk op plaaslike ekonomiese ontwikkelingsinisiatiewe vir hulle dag tot dag oorlewing. Plaaslike regering het .n konstitusionele mandaat om maatskaplike en ekonomiese ontwikkeling te bevorder ten einde die lewenskwaliteit van burgers van Suid-Afrika te verbeter. .n Enorme behoefte bestaan dat die plaaslike regering proaktief moet optree wanneer aangeleenthede rakende plattelandse ontwikkeling en ondersteuning van plaaslike ekonomiese ontwikkelings-inisiatiewe vir plattelandse vroue aangespreek word. Op beleidsvlak het Suid-Afrika sterk klem geplaas op plaaslike ekonomiese ontwikkeling as maatreel om sosio-ekonomiese toestande vir plattelandse gemeenskappe te verbeter. Plattelandse vroue staar egter reuse uitdagings rondom onderontwikkeling in die gesig. Die groot probleem vir hierdie navorsing is dat die Mandeni munisipaliteit se plaaslike ekonomiese ontwikkelingsprogramme, wat vroue as voorheen gemarginaliseerde en kwesbare groepe teiken, onsigbaar is. Plaaslike ekonomiese ontwikkelingsinisiatiewe geskied in isolasie van die munisipaliteit en daar blyk maar .n powere vennootskap tussen die munisipaliteit en plaaslike ekonomiese ontwikkelingsinisiatiewe wat deur vroue gevoer word, te wees. Die Plaaslike Ekonomiese Ontwikkelingseenheid (LED-eenheid), wat oor .n mandaat beskik vir die implementering van plaaslike ekonomiese ontwikkelingsprogramme, het .n niksseggende rol in die bevordering van plaaslike ekonomiese ontwikkelingsprogramme vir plaaslike werklose vroue gespeel. Daarbenewens is daar baie vroue onder die bevolking van die Mandeni-munisipaliteit en die meerderheid van hulle is werkloos. Die vernaamste doelwitte van hierdie studie was om probleme te identifiseer wat die LED-eenheid gehad het met die implementering van LED-programme vir die werklose vrou en om sy vlak van deelname, in belang van die werklose plattelandse vroue, te assesseer. Die fokusgroep-metode is tydens navorsing ingespan met die insameling van data oor die twee verskillende vroueorganisasies wat plaaslike ekonomiese ontwikkelingsprojekte geinisieer het. Voorts is die onderhoud-metode tydens die studie toegepas vir die insameling van data rondom die drie munisipale amptenare en die Speaker van die munisipaliteit. Die vernaamste bevindinge van die navorsing toon duidelik dat daar .n gaping bestaan tussen LED-inisiatiewe deur die plattelandse werklose vroue en die Mandeni-munisipaliteit. Die bevindinge van die studie dui daarop dat die LED-eenheidstruktuur van die Mandeni-munisipaliteit oor onvoldoende fondse beskik en gebrek toon aan die nodige vermoe om die plaaslike ekonomiese ontwikkelingsuitdagings en plaaslike ekonomiese inisiatiewe van die werklose plattelandse vroue te hanteer. Dit is duidelik dat vroue kritiese rolspelers in plaaslike ekonomiese ontwikkeling is weens hulle vermoe om gemeenskapsgebaseerde ekonomiese ontwikkelingsprojekte te inisieer en hulle kennis om veelvuldige taakbedrywighede van stapel te laat loop. Ten slotte beveel die studie aan dat die LED-eenheid geherstruktureer word om die LED-agterstande binne die Mandeni-munisipaliteit aan te spreek, dat daar behoorlike koordinering van LED-programme moet wees, en dat die plaaslike ekonomiese ontwikkelingsinisiatiewe vir vroue sterk deur die Mandeni-munisipaliteit gesteun moet word.
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Dessein, Sophie. "Des travailleuses et travailleurs associatifs au coeur de la modernisation de l'Etat : le cas du service public de l'emploi pour les chômeurs en situation de handicap". Thesis, Paris 1, 2020. http://www.theses.fr/2020PA01E052.
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Cette thèse étudie la manière dont l’État se reconfigure à travers le secteur associatif. Elle prend appui sur une étude de cas, celui du service public de l’emploi « Cap Emploi » destiné aux chômeurs en situation de handicap, créé en 2005 et déployé par des associations. Tirant partie de plusieurs méthodes (observations par monographies et par immersion dans trois Cap Emploi, entretiens, statistiques ethnographiques, travail documentaire), l’intérêt de cette thèse est d’étudier les pratiques professionnelles selon trois dimensions : l’organisation du travail, les propriétés des usagers et les caractéristiques des travailleurs. Une première partie de la thèse porte sur la « mise en gestion » progressive de ces associations dans le cadre de leur contractualisation avec l’État et à l’aune du référentiel du New public management. Une deuxième partie fait état de la difficile conciliation entre volonté de personnalisation des politiques sociales du handicap et logique gestionnaire qui sous-tend l’activité Cap Emploi. On y étudie le processus de catégorisation et de tri des chômeurs montrant un phénomène d’« éviction » et de « mise en flux » à l’égard des personnes souffrant de handicap psychique. Enfin, la troisième partie de la thèse est consacrée à l’étude de ces travailleuses et travailleurs associatifs en tant que « nouveaux visages du service public ». On y approfondie leur rapport au travail et à l’emploi, au regard d’une analyse en termes de trajectoire et de genre. On étudie notamment leur ajustement ou désajustement à la tension entre deux logiques de travail, relationnelle et gestionnaire, inhérentes au métier de conseiller lorsqu’il est exercé dans ce type de structure hybrideThis thesis intends to show how the State reconfigures itself through the associative sector. It is based on the study of the public employment service “Cap Emploi” for unemployed and disabled people, created in 2005 and carried through associations. I conducted an ethnographic survey in three Cap Emploi, using several observation scales and ethnographer tools (observations, interviews, ethnographic statistics, documentary work). I studied different elements of variation in professional practices, in the light of work organization, properties of users, and properties of workers. The first part of the thesis deals with the progressive implementation of management tools imported from the private sector, in these non-profit organizations, as a result of their contractualization with the State. It shows how the “New Public Management” is carried out in this non-profit sector. A second part relates the uneasy conciliation between an effort to individualize and an effort to rationalize (following a managerial logic) social policies. It studies the unemployed ranking process according to their expected employability, and shows that the different types of sorting of the beneficiaries primarily concerns people suffering from a psychological handicap. Finally, the third part of the thesis is devoted to the study of these association workers, the “new face of public service”. It studies their position toward this kind of hybrid organization, combining an analysis in terms of trajectory and gender
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Dlamini, Christophine Nombuso. "An evaluation of the implementation of affirmative action : a case study, Department of the Premier, KwaZulu-Natal". Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52104.
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Thesis (MPA)--Stellenbosch University, 2001.This research aims to evaluate the implementation of the affirmative action policy in the KwaZulu-Natal Provincial Administration and the department of the Premier has been selected for this purpose. The researcher was motivated by the desire to establish how Employment Equity Act, Act 55 of 1998 is implemented in the department of the Premier. The researcher is of the opinion that this department remains predominantly white and male staffed and therefore, has not complied with the desires, aspirations and the spirit of the new democratic South Africa. The purpose of the study is therefore to determine whether the department of the Premier in KwaZulu-Natal is predominantly white and male and whether there is any significant move towards normalising the situation in terms of our new legislation. A desk study, based on personnel records was used to qualify the gender and race disparities. A combination of a literature study and a structured interview survey methodology was used to determine the practice implications of the policy. Data was collected through a questionnaire that was distributed to all strata of the department in order to determine how affirmative action was perceived and understood by employees. This would determine whether they utilize the opportunity to improve themselves by applying for senior positions that are advertised in the department of the Premier as well as other departments in the provrnce. The research found that although the department has embarked on a programme of affirmative action, a number of issues still need to be addressed before it can be successfully implemented. These included: no affirmative action policy document for the department as an independent entity has been formulated to cater for its unique needs. no affirmative action strategy exists to address fears and concerns of top management, especially white managers, who seem to dominate the upper stratum of the department. no communication strategy to ensure that information on affirmative action filters down to all strata of the department. no proper monitoring mechanism in place that will enable the department to pick up mistakes and rectify' them timeously before damage is done. The researcher arrived at the conclusion that embarking on affirmative action means more than opening up access and promoting a few individuals merely on grounds of affirmative action. If affirmative action is accepted as a means of redressing past discrimination, then it is important for all employees of the department to work towards the achievement of this goal. The research assignment is also aimed at ensuring that employees in the department of the Premier in particular and other KwaZulu-Natal provincial departments in general, are a reflection of the demographics of the society they serve. It is further important to say that we form a customer friendly public service.
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Peter, Zola Witness. "An evaluation of personnel provision policy in selected public secondary schools in the Eastern Cape province". Thesis, University of Fort Hare, 2008. http://hdl.handle.net/10353/213.
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The Eastern Cape Department of Education has a constitutional and legislative mandate to provide quality public education in all public schools within the province. The commitment to improve also involves ensuring effective educator personnel provisioning in public secondary xii schools. However, despite various legislative and policy measures relating to educator personnel provisioning, serious concerns have been raised. There have been concerns over the shortage of educators. There are concerns over the lack of suitably qualified educators, especially in Mathematics and Science subjects. Disparities have been noted between legislative and policy directives with regard to educator personnel provisioning and the expectations of educators based on the realities in public secondary schools. The complications and challenges thereof have called upon for the appraisal of educator provisioning. The objective of the study is to describe and explain the nature and place of personnel provisioning in public secondary schools. Thereafter, evaluate its application at selected public secondary schools in the Eastern Cape Province. The basic intention is to prove that the educator personnel provision policy implementation in public schools needs to be examined and possibly changed for effective results. Basically, personnel provisioning is the first step in the personnel process. It is classified into: Human resources determination; and the Filling of posts The process of filling public personnel posts involves recruitment, selection, appointment, placement, transfer and promotion. In evaluating personnel provisioning policy in public secondary schools, a research study has to be conducted. As an integral part of scope of study, the survey area includes public secondary schools, provincial department offices and educator union/association offices. The questionnaire is used as the appropriate data collection instrument for this survey. The total population for the study are provincial department officials, public secondary school principals, school governing body chairpersons and educator unions/associations. xiii When data was analysed and interpreted, there were various significant findings. The respondents’ demographic details provided a significant insight into the study and its findings. They ensured divergence of opinions and understanding of the personnel provisioning. Regarding human resources determination and the filling of posts in public secondary schools, it was found that there are challenges in terms of the employment of suitably qualified educators. These include among other issues educator dissatisfaction and lack of effective procedures in the filling of posts. This also results in educator shortage in public secondary schools.
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Moiloa, Moeti Justice. "Training as a tool for SMME development within the youth sector of the KOSH area". Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52590.
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Thesis (MPA)--Stellenbosch University, 2001.ENGLISH ABSTRACT: An effort to enhance job creation and to alleviate poverty amongst the youth as an important sector of the South African society has created a need to determine the relevance of training as a way of promoting SMME development in the KOSH area. Training is an important tool for SMME development. Based on the above analysis, the objectives of the study are to assess the relevance of training provided in relation to the economic profile and business opportunities in the KOSH area and to assess the effectiveness of training that is provided by various agencies in the KOSH area. The study also looks into the business and employment opportunities put in place to help youth participation after undergoing training. The study focuses on training as a tool for SMME development within the youth sector of the KOSH area. It mainly deals with the importance of training, which if conducted in a proper manner, should contribute to the development of SMME. While policies and institutions have been put in place to provide technical and business training skills in the KOSH area, targeting both women and youth who aspires to be entrepreneurs, there seem to be not significant expansion of the small business in order to create job opportunities. The status quo remains. Participants from these training programmes are pursuing their traditional form of business and there is little, if any, innovation and diversification in economic activities in this sector. Conclusions based on the study indicate that training should be an integral component for any SMME development strategy. Programmes promoting entrepreneurial culture should target all studying young people, and also those not enrolled at institutions of learning. The private sector seems to be playing a minimal role in the provision of training. This sector's contribution in training programmes, in a partnership with pubic institutions, is lacking. After care services to trainees is not provided for adequately. Planning for effective SMME training in the KOSH area should further take into consideration technology, social, economic, political and institutional factors which are affecting it at the moment.
AFRIKAANSE OPSOMMING: In 'n poging om werkskepping te bevorder en armoede onder die jeug te verlig, as 'n belangrike fokuspunt in die Suid-Afrikaanse gemeenskap, is dit belangrik om te bepaal wat die relevansie van opleiding is ter bevordering van SMME ontwikkeling in die KOSHgebied. Gebaseer op 'n ontleding in die verband is die oogmerke van die studie om 'n waardebepaling te doen ten opsigte van die toepaslikheid van opleiding in die KOSH-gebied, en om die doeltreffendheid van opleiding wat veskaf word deur die onderskeie agentskappe in die KOSH-gebied te evalueer. Die studie fokus op opleiding as instrument vir SMME ontwikkeling. Dit ontleed hoofsaaklik die belang en waarde van die opleiding wat, indien korrek toegepas, kan bydra tot die ontwikkeling van SMME's. Alhoewel beleid en institusionele reelings voorsiening maak vir opleiding in tegniese- en besigheidsvaardighede, en bemarking spesifiek fokus op vrouens en die jeug wat entrepreneurskap bevordering betref; blyk dit dat daar nie beduidende groei is in die skepping van werksgeleenthede nie. Die status quo word gehandhaaf; deelnemers volg hul tradisionele vorme van ondernemerskap of besigheid en daar bestaan min, indien enige vernuwende denke en diversifikasie in ekonomiese aktiwiteite. Samevattings gebaseer op die studie dui daarop dat opleiding 'n integrale element van enige SMME-ontwikkelingstrategie moet wees. Programme ter bevordering van 'n interpreneurskultuur moet gerig wees op beide jongmense in akademiese instellings en die nie-skoolgaande jeug. Vennootskapspogings deur die private- en openbare sektor, skyn te kort te skiet aan koordinering in die verskaffing van opleiding. Die privaat sektor se rol is onvoldoende en daar word nie vir 'n nasorgdiens voorsiening gemaak nie. Beplanning vir effektiewe SMME opleiding in die KOSH-gebied moet verder tegnologiese, sosiale, ekonomiese, politiese, en institusionele faktore in aanmerking neem wat dit tans beinvloed.
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Montagnon, Florent. "Construire le stable et l’instable : la gestion du personnel d’exécution des transports publics urbains lyonnais (1894-1948)". Thesis, Lyon 2, 2009. http://www.theses.fr/2009LYO20054.
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Le réseau des transports urbains lyonnais est exploité par la Compagnie des omnibus et tramways de Lyon (OTL), société anonyme fondée en 1879. Comme toutes les entreprises de service public, l’OTL octroie à certains de ses salariés, les « titulaires », des garanties d’emploi et des avantages sociaux en avance sur la législation. Grâce à des normes dans l’organisation du travail, la plupart des titulaires ont un emploi du temps et des affectations préétablis. Toutes ces dispositions sont définies dans des contrats collectifs de travail résultant de négociations avec le puissant syndicat cégétiste, au cours desquelles interviennent fréquemment les collectivités locales, ville de Lyon et département du Rhône.Mais l’OTL doit adapter ses effectifs aux variations de la charge de travail et cherche à réduire les dépenses de personnel. Elle définit dès le début du XXe siècle des formes de flexibilité qui s’articulent autour des rythmes, des temps et des postes de travail. Jusqu'en 1949, tous les salariés sont embauchés avec des contrats où se combinent durées déterminées ou indéterminées de l’emploi avec le travail à temps partiel ou à temps plein, avant d'obtenir éventuellement une place plus stable : les « auxiliaires » travaillent uniquement le dimanche, ou bien les jours de semaine mais uniquement selon les besoins du service et peuvent être licenciés sans indemnité. La flexibilité affecte aussi les titulaires, essentiellement au début de leur carrière.Des tendances fortes se dégagent. Premièrement, la conceptualisation et la sophistication des formes de flexibilité sont concomitantes de la construction du statut des titulaires. Deuxièmement, les normes temporelles du travail sont de plus en plus complexes. Troisièmement, la main-d’œuvre se partage entre des titulaires qui restent trente ans dans l’entreprise et de très nombreux auxiliaires ou titulaires présents quelques semaines seulement, démissionnaires à cause des salaires médiocres et des conditions de travail mauvaisesThe public transportation system of Lyons – France’s second most populous city, is operated by the Compagnie des omnibus et tramways de Lyon (OTL). This private corporation was founded in 1879. In common with all French public service companies, OTL pre-empted employment legislation by providing employment guarantees and social benefits for certain grades employees, the “incumbents”. Thanks to working rules, most of incumbents, employees with set schedule and assignement, were able to forecast forthcoming hours or working places. All these measures were defined in the collective agreements which OTL entered into with the strong union and the local authorities – the city of Lyons and the département du Rhône.But OTL also had to adapt its workforce to the numbers of passengers conveyed and kilometers covered against a background of wild workload fluctuations and sought to reduce costs. So as early as the dawn of the 20th century the OTL company defined flexible working practices built around working paces, times and occupations. Until 1949, all staff was hired with employment contracts that combined open or fixed-term contracts with part-time or full-time work, before they possibly were offered a more stable post: the “casuals” were hired to work only on Sundays or weekdays on an as needs basis and could be fired without compensation. Internal flexibility also affected the “incumbents”, primarily at the start of their careers.Three strong trends emerge from analyzing the history of OTL personnel management. First, the conceptualization and sophistication of flexible practices were concomitant with the advent of guarantees achieved by the incumbents. Second, the temporal working rules became more and more complex. Third, the workforce was divided between incumbents who stayed in the firm thirty years and lots of casuals or incumbents who resigned because of low wages and flexibility, who worked a few weeks
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Valle, Dalila Somoza. "The role of acculturation in leader-member exchange". CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2214.
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In light of the increase of Hispanic Immigrants (i.e 1st, 2nd, 3rd generation) in the U.S. workforce and the impact that the quality of the leader-member exchange has on the organization's success, this study investigated the quality of the relationship that emerges between hispanic subordinates and Anglo-American leaders (i.e who are most representative of the U.S. dominant culture).
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Trusiak, Marlène. "Hypertension Awareness and Health Care Access/Use in Black Women with Hypertension". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4821.
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Black women in the United States have a high prevalence of hypertension and suffer the most complications of cardiovascular disease. Black women, though aware of the dangers associated with hypertension, have limited opportunity to access health care and or change their lifestyles. The purpose of this quantitative cross-sectional study was to test if there was a significant difference in hypertension awareness, health care access/use, and lifestyle modifications in Black women prior to and post implementation of The Patient Protection and Affordable Care Act, as compared to women of other races. The behavior modification theory guided this study. Secondary data from the National Health Interview Survey for the years 2009 to 2013 for women ages 20 - 65 were analyzed using logistic regression analysis. According to the study results, there was no association (p values > 0.05) among variables age, education, income, length of employment, and hypertension awareness, health care access/use, and life style modification among Black women in the United States, as compared to women of other races. The findings from this study may allow researchers and policy makers to develop more culturally significant health services for Black women. These findings could create positive social change by targeting programs that promote hypertension awareness leading to effective lifestyle changes in Black women.
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Pisani, Federico. "Knowledge workers management. Concorrenza e invenzioni nel rapporto di lavoro subordinato: il modello statunitense". Doctoral thesis, Università degli studi di Padova, 2019. http://hdl.handle.net/11577/3425914.
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Il presente studio affronta gli argomenti della concorrenza e delle invenzioni nel rapporto di lavoro subordinato statunitense. L’attività di ricerca è stata svolta in parte presso la School of Law della Boston University, USA, sotto la supervisione di Micheal C. Harper, professore di diritto del lavoro.
L’argomento presenta una crescente rilevanza, considerato che nella nuova organizzazione produttiva, fondata in gran parte sulla conoscenza globalizzata, al lavoro dipendente si chiede ormai sempre maggiore professionalità, innovazione e creatività. La scelta di esaminare questa tematica dalla prospettiva del “laboratorio USA”, è dovuta al primato di cui tale nazione gode a livello internazionale sul piano economico, scientifico e dell’innovazione dei processi lavorativi, che fanno emergere criticità in altri Paesi probabilmente ancora non avvertite.
Al fine di inquadrare gli istituti giudici menzionati nel modello statunitense, si è reso opportuno dare conto del sistema delle fonti normative negli USA, con particolare focus sul Restatement of Employment Law, cioè la raccolta di principi fondamentali elaborati negli anni dal common law in materia di rapporto di lavoro.
All'esame delle fonti segue la definizione del concetto di lavoratore subordinato (employee) e lavoratore autonomo (independent contractor), necessario per l’inquadramento del campo di applicazione degli obblighi scaturenti dal rapporto di lavoro subordinato, tra cui il duty of loyalty, implicato nel rapporto fiduciario. In tale ambito, si è osservata l’evoluzione giurisprudenziale che ha condotto all'adozione dei criteri relativi alla distinzione in esame, prevalentemente concernenti il giudizio sulla rilevanza degli elementi fattuali determinanti per l’accertamento della subordinazione.
Delineati i contorni della fattispecie di lavoro subordinato, il presente studio affronta la tematica della tipica forma del contratto di lavoro statunitense, il c.d. employment-at-will, cioè il rapporto a libera recedibilità. Tale peculiarità scaturisce dal principio fondamentale per cui le parti non sono vincolate ad alcun obbligo di fornire la motivazione per il licenziamento.
La terza parte del lavoro ha ad oggetto la disciplina della concorrenza del lavoratore effettuata sulla base delle conoscenze acquisite, legalmente o illegalmente, durante il rapporto e le relative tecniche di tutela del datore di lavoro, a fronte della violazione del duty of loyalty, quale obbligo del lavoratore subordinato di esecuzione della prestazione lavorativa nell'interesse esclusivo dell’imprenditore e, conseguentemente, di astensione dal porre in essere condotte pregiudizievoli nei confronti di quest’ultimo. Quanto alle tecniche di tutela esperibili in caso di violazione degli obblighi esaminati, vengono illustrati i rimedi legali e equitativi che il diritto statunitense offre al datore di lavoro.
La parte finale del presente studio si occupa della disciplina relativa alla titolarità dei diritti scaturenti dalle invenzioni sviluppate dai dipendenti nel corso del rapporto di lavoro. In questo senso si sono esaminate le definizioni di “invenzione” e “brevetto” ed il loro rapporto nel contesto della regolamentazione giuslavoristica; si è posta in rilievo la differenza tra invenzione come opera di ingegno e proprietà intellettuale tutelata dal diritto d’autore. Inoltre, si sono osservati i meccanismi sottesi alle norme fondamentali che regolano la materia e la loro convivenza con la libertà contrattuale delle parti e il loro potere di disporre dei suddetti diritti.This work addresses the issues of competition and inventions in the U.S. employment relationships. The research was carried out in part at the Boston University School of Law of, under the supervision of Micheal C. Harper, professor of Labour Law. The selection of the topic is justified in the light of its importance, given that in the new production organization, based largely on globalized knowledge, employees are now increasingly being asked for professionalism, innovation and creativity. The decision to examine this issue from the perspective of the "U.S. laboratory" is due to the primacy that this nation holds at international level on the economic, scientific and innovation of work processes, which bring out critical issues that in other Countries probably have not yet been raised. In order to frame the above-mentioned topics, it has become appropriate to give an account of the system of regulatory sources in the USA, with particular focus on the Restatement of Employment Law, i.e. the collection of fundamental principles developed over the years by common law in the field of employment relationships. The examination of the sources is followed by the definition of the concept of employee and self-employed worker (independent contractor), necessary for the assessment of the application of the obligations arising from the employment relationships, including the duty of loyalty, involved in the fiduciary law. In this context, the evolution of the case law has been observed, as well as the examination of the criteria relating to the distinction between employees and independent contractors, mainly concerning the judgement on the relevance of the factual elements determining the assessment of the existence of an employment relationship. Subsequently, this study addresses the issue of the typical form of the U.S. employment contract, the so-called employment-at-will. This peculiarity is originated from the principle that the parties are not bound by any obligation to provide reasons for termination. The third part of the work has as its object the discipline of competition of the worker carried out on the basis of the knowledge acquired, legally or illegally, during the relationship and the relative legal remedies for the employer, against the violation of the duty of loyalty, intended as an obligation of the employee to perform the work in the exclusive interest of the entrepreneur and, consequently, to refrain from engaging in prejudicial conduct against the company. About the remedies available in the event of breach of the obligations examined, the legal and equitable remedies that U.S. law offers the employer have been explained. The final part of this study deals with the rules governing the ownership of rights arising from inventions developed by employees in the course of their employment. The definitions of "invention" and "patent" and their relationship in the context of employment law has been examined and the difference between invention as a work of genius and intellectual property protected by copyright has been highlighted. In addition, the mechanisms underlying the basic rules governing the subject matter and their coexistence with the contractual freedom of the parties and their power to dispose of these rights have been observed.
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Tandé, Alexandre. "Lutter contre les discriminations éthno-raciales et/ou promouvoir la diversité ? : le développement d'une action publique ambigüe en région de Bruxelles-Capitale (1997-2012)". Thesis, Lille 2, 2013. http://www.theses.fr/2013LIL20014.
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A Bruxelles comme dans d’autres contextes régionaux et nationaux, de nombreux professionnels et spécialistes présentent les notions de discrimination et de diversité dans le domaine de l’emploi comme « les deux faces d’une même pièce » : au dépassement de la première répondrait l’avènement de la seconde. Considérant ce discours comme problématique, nous retraçons dans notre thèse l’émergence et le développement de l’action publique bruxelloise de lutte contre les discriminationsethno-raciales et de promotion de la diversité en matière d’emploi, depuis la fin des années 1990. Dans une perspective qualitative, nous analysons les conditions d’élaboration et de mise en oeuvre de cette action publique régionale, en prêtant une attention particulière aux pratiques des acteurs et aux effets concrets des dispositifs (en particulier le « Plan de diversité »). Au-delà du caractère éduisant et consensuel de la notion de diversité, nous montrons que les interventions qui s’en réclament tendent à perdre de vue le problème des discriminations ethno-raciales en matière d’emploi, qu’elles devaient pourtant contribuer à réduire. Les entreprises privées peuvent ne pas voir l’utilité ni la pertinence des « bonnes pratiques » de gestion des ressources humaines promues dans ce cadre. Et même lorsque les pratiques managériales évoluent, cela n’a pas forcément d’effet en matière de recrutement ou de reconnaissance symbolique des minorités ethno-racialesIn Brussels as in many other regional and national contexts, discrimination and diversity are often described as “two sides of the same coin”, diversity being thought of as a solution to discrimination. We question this argument in our doctoral dissertation and examine how authorities in the Brussels region implemented a new public policy to tackle discrimination and promote diversity since the end of the 1990s. We analyse in a qualitative perspective how measures and instruments were designed and brought into action. In particular, we focus on social practices and also on the practical effects of the policy instruments mobilized in this context (especially the “Diversity plan”). The seducing notionof diversity seems to produce consensus, but we also show that it often leads to losing sight of the discrimination problem. Furthermore, public authorities promote “best practices” to improve diversity in the workplace, but these are not always considered useful nor relevant by private companies. Even when changes appear to happen in management practices, we observe a limited impact on ecruitmentand also on symbolic recognition of ethno-racial minorities
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Georgiou, Jonathan. "Exploring the benefits of attracting, recruiting and retaining mature age employees up to and beyond the traditional age of retirement: Perspectives from Western Australia". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2015. https://ro.ecu.edu.au/theses/1632.
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There has been a recent upsurge in media attention surrounding Australia’s ageing workforce. A review of academic, media and grey literature highlighted inadequacies in existing workplace polices, as well as flaws in financial and social security schemes. Of particular concern were persistent negative attitudes and counterproductive policies regarding mature age employees (MAEs). Poor retention rates among this cohort of workers aged 45 years and over are leading to skilled labour shortages and losses in corporate knowledge. This expected mass exodus of mature cohorts into retirement has been predicted to negatively impact the socio-economic sustainability of ageing societies world-wide and is a pertinent issue for Western Australia (WA).
The overarching objective of this study was to identify the ‘place’ of mature cohorts within WA workplaces and promote strategies that will improve the employment conditions and overall quality of life of ageing workforces. Research questions aimed to address the need for greater mature age employment up to and beyond pensionable age; identify ‘gaps’ in policies and programmes; and explore how mature cohorts were perceived (valued) and the extent their departure may affect WA society (labour force).
By using a mixed methods research design, this Doctoral dissertation developed a conceptual framework for limiting significant issues individuals, businesses and society may experience as a result of WA’s ageing workforce; whilst simultaneously promoting the benefits of maturity and mature age employment. This Re-Model draws upon the community development work principles of social justice, empowerment and social capital; and is further contextualised by methods of best practice identified from the triangulation of secondary sources, quantitative data and qualitative inquiry. Primary data collection involved the completion of 362 surveys, followed by 27 semistructured interviews and four focus group activities, with a cross section of MAEs, volunteers, their employers, retirees and unemployed cohorts from across WA.
Over one-third of current MAEs, employers and volunteers in this study reported they intended working later than the traditional age of retirement, with 71 per cent of this sample planning to semi-retire. Furthermore, almost 60 per cent of a sample that had previously exited the labour force was working at the time of data collection as semi-retirees or rehired retirees (rehirees). Collectively, these statistics indicated that despite predictions of mass disengagement among mature cohorts, most of this crosssection of Western Australians are seeking to remain in (or re-enter) the WA workforce beyond pensionable age. However, quantitative and qualitative findings revealed several barriers to their continued engagement, including access to ‘age-friendly’ workplaces; a dearth of targeted training (career) development and employment assistance; and a lack of value attributed to mature age skills and experience, particularly deleterious in WA’s youth-centric culture.
Primary data also highlighted several enabling factors for mature age employment. ‘Flexibility’ and ‘autonomy of choice’ were cited as key dimensions across all aspects of paid work, volunteering and retirement – whether in terms of worklife- balance; the individuation of training and development; or options available to those transitioning out of traditional employment. Data indicated that sustainable cultural change required more than just the removal of negative policies or introduction of punitive legislation. Maintaining a positive outlook among mature age individuals and simultaneously educating (younger) co-workers, employers, policy-makers (stakeholders) and society about the virtues of maturity and non-traditional work (skills) were considered essential to changing societal attitudes, behaviour and culture.
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PIRIU, ANDREEA ALEXANDRA. "ESSAYS ON GLOBALISATION: EFFECTS AND IMPLICATIONS FOR INDIVIDUALS". Doctoral thesis, Università degli Studi di Milano, 2020. http://hdl.handle.net/2434/728739.
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This thesis studies the effects of import competition from China and Eastern Europe
on the health and fertility decisions of German individuals working in manufacturing.
Individuals are matched with separate measures of exposure to competition from China
and Eastern Europe, respectively. To isolate exogenous supply shocks from the origin,
instrumental variables for competition from each of China and Eastern Europe are constructed.
Results in Chapter 1 suggest that higher import competition worsens individual health via
job displacement, wage decline, shortened employment duration, increased reliance on
welfare and less future orientation, with Chinese import competition affecting individuals
twice as much. Health declines as individuals increase their visits to the doctor, exercise
less frequently and have a higher probability of developing chronic illness. Also, there is
some evidence that individuals do not tend to become disabled but may be slowly pushed
into chronic illness.
Findings in Chapter 2 show that import competition negatively affects the individual’s
probability of having children via reduced earnings, lower satisfaction with personal
income and shortened employment duration. The chapter then investigates effects of
import exposure by gender. Results show that male and female fertility choices differ
upon rising import competition. Higher import exposure lowers female earnings and
job autonomy, which in turn generates a lower opportunity cost of work, to the point
where having children would become a more rewarding alternative for female workers.
By contrast, increased import exposure negatively affects male workers’ fertility through
reduced earnings and employment duration.
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Nogueira, Leila de Mello Yañez. "Estabilidade versus flexibilidade: a dicotomia necessária à inovação na gestão de recursos humanos em uma organização pública, estatal eestratégica como Bio-Manguinhos / Fiocruz". reponame:Repositório Institucional da FIOCRUZ, 2009. https://www.arca.fiocruz.br/handle/icict/2500.
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Made available in DSpace on 2011-05-04T12:36:29Z (GMT). No. of bitstreams: 0
Previous issue date: 2009Este trabalho propõe analisar o fenômeno da terceirização desenvolvido ao longo das duas últimas décadas em Bio-Manguinhos. Trata-se de um estudo de caso realizado na unidade de produção de vacinas e reagentes para diagnóstico da Fundação Oswaldo Cruz. Inicialmente foi realizado um estudo de cenário, analisando a política de gestão do trabalho desenvolvida pelo Estado brasileiro para as instituições públicas. A seguir, a análise passou a verificar a inserção da Fiocruz nessas políticas, desde a sua criação e no decorrer de vigência de diferentes formas de contratação, alternando da extrema rigidez para a total flexibilidade sempre com foco na gestão do trabalho, e, como essas políticas se refletiram no desempenho de Bio-Manguinhos. Baseado no contexto da conformação do Estado e na análise do desempenho da unidade, o trabalho critica a falta de planejamento e de prospecção dessas políticas, que favoreça a inovação de processos, produtos e procedimentos e o desempenho pleno de uma unidade de produção de insumos para a saúde, tão necessários ao atendimento das necessidades da população brasileira. Critica também, a ausência de um modelo de Estado consolidado que sirva de arcabouço à formulação dessas políticas. Devido às fortes críticas dos órgãos de controle acerca da extrapolação dos limites da terceirização praticada nas últimas duas décadas e à falta de definição clara desses marcos legais, o trabalho apresenta uma metodologia baseada nas atribuições dos cargos do plano de carreiras da Fiocruz e culmina com a apresentação de uma matriz de atribuições passíveis de serem realizadas por contratação indireta. Conclui pela necessidade de convivência de dois quadros de trabalhadores: um permanente formado por servidores, estáveis e de carreira e outro flexível, executado por contratação indireta, de caráter eventual, temporário ou de apoio às atividades relacionadas à missão de Bio-Manguinhos. O trabalho ainda sugere a aplicação da mesma metodologia às demais unidades da Fiocruz e que a instituição afirme, frente aos órgãos de controle, quais atividades que ela precisa manter no quadro de servidores permanente e quais ela quer delegar a terceiros sem contudo, ferir a legislação vigente. Por fim, constata-se que a metodologia apresentada ameniza, mas não resolve o problema, dessa forma, recomenda-se à Fiocruz buscar mecanismos que altere o modelo de gestão pelo qual está submetida a fim de viabilizar as duas formas de incorporação de mão-de-obra.
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Gololo, Tlelele Jacob. "Rationalisation and redeployment in public schools in the Northern Province". Thesis, 2012. http://hdl.handle.net/10210/4306.
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Chen, Shu-Wen, i 陳淑雯. "A Study on Manpower Application and Management of Dispatched Employment in the Taiwanese Public Sector: A Case of the Council of Indigenous Peoples". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/44798641828783120134.
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碩士國立臺北大學
公共行政暨政策學系
100
We can find out the status of government agencies using dispatched employments from the “Number of Dispatched Workers Practice for Competent Authorities Under Executive Yuan Statistics Table”, which released by the Central Personnel Administration, Executive Yuan on January 31st, 2010. It showed that among the 41 departments (including utilities and schools) under the Executive Yuan, the total number of practice in dispatched employments was about 15,514 people. This study focuses on the highlight the status of government agencies using dispatched employments, then the depth of management levels, has been observed to send part of the employment accounts for the proportion of budget posts and consider the scope of business of the unit. After that, uses the only posts the proportion of more than 50% of the Council of Indigenous Peoples-based study of cases. In this study, through literature review and depth interviews to test each other, and then informed of the case authorities into use to send the motivation of dispatched employments, the practices of application and management, supplemented by the surface of the discussion of the legal system. In the research discovery, divided the central government agencies into two parts to discuss: 1. The government policy: Under the regular manpower downsizing trend, the volume of business like no reduction in the organizational reform. The use the posts of the various types of contractual of human constraints, resulting in gradual loss of elasticity of the manpower use. And there are issues of accountability in the contractual manpower utilization program. 2. The dispatched employment of the legal system: In the government's current use of dispatched employment, the protection of applicable law and rules for the dispatched employments is better than the average private sectors. Setting the dispatched regulations is necessity and demand, and the government should speed up the process of legislation or amendment.. The status of legislation and the use of dispatched employments in other countries can be regarded as the object of the development of legal reference. The research focuses on different aspects such as features and manpower of the government agency: 1. Agency features: Comparing the Council of Indigenous Peoples' eastablishing purpose and operation, we found that overall planning and coordination work is part of its mission, executive work also takes a large part as well. 2. Applications of dispatched employment in the Council: The reason why the Council uses dispatched employments is because its heavy loading resulted from insufficient manpower. The Council now switches the arrangement of its manpower, to fullfill regulations of reducing the amounts of dispatched employments, protecting dispatched employments rights, ensuring the link between the Council and dispatched agency...etc.
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Mekwa, Makupu Sylvia. "The implementation of employment equity in the public service with specific reference to the Department of Justice and Constitutional Development". Diss., 2012. http://hdl.handle.net/10500/8109.
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The Employment Equity Act, No 55 of 1998 forms part of the transformation legislation aimed at promoting equity and eliminating discriminatory and unfair treatment in the workplace. This Act was promulgated more than ten years ago, and its positive impact has to be measured in terms of its contribution to the conduciveness of the work environment. The aim of this study is to enhance measures for effective implementation of an Employment Equity Programme (EEP) in the Public Service, with specific reference to the Department of Justice and Constitutional Development. The ultimate aim is to identify Employment Equity (EE) measures that will benefit management and employees in enhancing individual performance and productivity. The study focuses on perceptions of employees on how they perceive EEP. As the study progressed it became equally important to determine the alignment and contribution of EEP on Departmental strategic objectives. The results and recommendations will be shared with the Department of Justice and Constitutional Development with a view to ensuring that its EEP is aligned to its strategic objectives, and adds value to service delivery.Public Administration & Management
M.P.A.
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CHANG, PEI-LIN, i 張佩琳. "A Study on the Contract-Based Employment Mechanism of the Public Sector: Using the Legislation of the “Contract-Based Personnel Management Act”as an Example". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/7jae6t.
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博士中國文化大學
中山與中國大陸研究所博士班
104
This study aims to investigate the contract-based employment mechanism of our nation. The global trend of government personnel systems has gravitated towards flexible hiring and the contract-based employment system was thus developed. This shows that the contract-based personnel employment in public sectors is a global trend. Therefore, the institutionalization of contract-based personnel regulations to differentiate their obligations and benefits from permanent employees through integration becomes necessary. Although the current contract-based employment mechanism was established due to the need of flexible hiring and operational necessity, the reality is that most become akin to permanent staff. The main difference between contract-based hires and permanent staff is that contract-based personnel are not selected according to national examination results, but by a hiring committee of the employing organization. In order to prevent such situations of the overexpansion of the contract-based hires damaging the national examination system, hires based on personal reasons and the damaging of the normal promotional avenues of public officials, a set of regulations must be put into place to manage the public sector’s contract-based personnel. In addition to ensuring the salaries, insurances, and retirement benefits of the contract-based personnel, clear evaluation, and dismissal procedures will also be put into place in order to make the whole process more transparent and enliven public personnel resources. The secondary aim is to provide policy suggestions for the reasonability and suitability of the Contract-Based Personnel Management draft regarding the establishment of a complete contract-based employment regulation system including hiring, dismissal, and insurance. The study has discovered that although contract-based personnel are not hired by their national examination results but by committees, they must possess a certain degree of knowledge and skill levels to be hired. The employment and subsequent long-standing employment of these professional and technical personnel shows that the possibility for including these positions in the national examination. Another plausible option is to provide these contract-based personnel a channel of becoming public officials aside from regular national examinations. The cultivation of professional and technical talent is no easy task. The skill levels of these personnel ensure their superior performance compared to regular newly-hired public officials. The full usage an individual’s talent can only benefit the state as a whole. The current draft already has regulations in place for the hiring, dismissal, and insurance of contract-based personnel. However, there is still room for improvement if a more comprehensive and active plan for the promotion of these employees is included.
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Wilson, Anne 1953 Apr 24. "Self-employed nurse entrepreneurs expanding the realm of nursing practice: a journey of discovery". 2003. http://thesis.library.adelaide.edu.au/public/adt-SUA20030711.100333.
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Includes bibliographical references. Electronic publication: Full text available in PDF format; abstract in HTML format. Private practice as a career option for nurses has been slowly increasing since the 1980's. However, the reasons for this development have not been fully investigated so that it can be understood and placed within the changing contexts of health care and health services. The expansion and extension of nurses' roles is a contemporary topic in health care reform and therefore one that deserves investigation. The aims of this study were to develop a theory on private practice nursing and to describe the characteristics and work of the self-employed nurse in Australia. Electronic reproduction.[Australia] :Australian Digital Theses Program,2001.xvii, 350 leaves : ill. (some col.) ; 30 cm.
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Braun, Geoffrey. "A Study of the use of market mechanisms for the delivery of publicly funded employment services in Alberta". Thesis, 2009. http://hdl.handle.net/1828/1366.
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This thesis employs a multiple case study design to examine the challenges, benefits, and limitations associated with the contracting and procurement frameworks used by three Alberta ministries for the purchase of employment services, including services for people with disabilities. Each framework reflects a market emphasis to varying degrees, and one is seemingly at odds with a shared governance legacy and transformational vision.
A literature review inventories a host of issues related to new public management era contracting and the more recent trend toward collaborative or horizontal governance. Semi-structured interviews were used to explore the impact of market mechanisms on inter-organizational dynamics and organizational mandate and autonomy, the use of performance contracting for services for disabled populations, and a governance framework that serves as a backdrop for contracting reforms.
It is suggested that the market model begins to strain where services are designed for people with more complex needs and where the overarching goals are intended to bring about societal transformation. The province may be reaching the limits of where a market-inspired model can be expected to produce meaningful results.
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Fowkes, Lisa. "Settler-state ambitions and bureaucratic ritual at the frontiers of the labour market: Indigenous Australians and remote employment services 2011–2017". Phd thesis, 2018. http://hdl.handle.net/1885/160842.
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This thesis explores how policy is enacted – in this case, the
Australian Government’s labour market program for remote
unemployed people, initially known as the Remote Jobs and
Communities Program (RJCP) and then the Community Development
Programme (CDP). It outlines the development and delivery of the
program from 2011, when the then Labor Government identified the
need for a specific remote employment program, placing the
employment participation of remote Indigenous people (who made up
over 80% of the remote unemployed) at centre stage. It examines
the changes that occurred to the program following the 2013
election of a Coalition Government, including the introduction of
‘continuous’ Work for the Dole.
The focus of the thesis is on how patterns of practice have
emerged in these programs, in particular: how providers have
responded; how frontline workers navigate their roles; and how
‘Work for the Dole’ actually operates. What emerges is a gulf
between bureaucratic and political ambitions for these programs
and the ways in which participants and frontline workers view and
enact them. This is more than a problem of poor implementation or
the subversions of street-level bureaucrats and clients. There is
evidence of a more fundamental failure of technologies of
settler-state government as they are applied to remote Indigenous
peoples. On the remote, intercultural frontiers of the labour
market, the limits of centralised attempts at ‘reform’ become
clear. Practices intended to tutor Indigenous people in the ways
of the labour market are emptied of meaning. The Indigenous
people who are the targets of governing efforts fail to conform
with desired behaviours of ‘self-governing’ citizens, even in
the face of escalating penalties. As a result, government
ambitions to transform the behaviours and subjectivities of
Indigenous people are reduced to bureaucratic rituals,
represented in numbers and graphs on computer screens in
Canberra.