Thesis (MTech (Public Management))--Cape Peninsula University of Technology. / Since the merger, changes occurred within CPUT and within its salary structure as a whole. Measures had to be taken in order to harmonise the two salary structures to produce a single in order to eliminate disparities and as to ensures equity among the different categories of employees and their respective levels of appointment. When the researcher discovered that there were disparities within our merged systems, the researcher decided to do a researcher concerning disparities with the new merged salary structure. When most of the employees also discovered that some of their counterparts in other campuses were on a higher salary grade than them, they felt disgruntled. This was understandable as the two campuses had different salary structures inherent from the previous technikons. The researcher was done as employees’ salaries might affect productivity and their tenure with the organisation. When there are disparities it must not be taken for granted as it is the desire need to be fairly treated by the organisation, making development in the salary programme as it is very important for the human resource department.

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016. / There is always much debate about the performance of high schools, especially around the lack of learners excelling and the Grade 12 poor pass rate. This dissertation nvestigates the impact of mentorship on the performance of principals, deputy principals and subject heads at a selection of high schools in the Cape Town metropolitan area. Literature on the topic indicates that various types of mentorship programmes exist. The literature review consisted of journal articles, books and policy documents. For the purpose of the empirical study, the research question of whether mentorship has a positive impact on the performance of senior personnel in high schools was best answered by following a quantitative approach to research. The study population comprised 42 senior staff members from three high schools in the Cape Town metropolitan area. A questionnaire survey was used to collect data from the sample of 21 senior staff members, and the data analysis was done by means of a Microsoft Excel spreadsheet using pie charts to illustrate the results. The study found that mentoring subordinate educators and principals is a Key Performance Area (KPA) of the convenience randomly selected schools that fall within the respective district under the jurisdiction of the Western Cape Education Department (WCED), that key personnel are familiar with mentorship, but that there are some issues that need to be resolved. It is envisaged that the implementation of mentorship programmes at high schools will positively influence the development of educators, and impact positively on the performance of key personnel and the performance of the affected schools.

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2015. / The main aim of this study was to assess the effectiveness of the PMS applied by the SAPS, using the case of Nyanga Metropole. The primary objective of this study was to assess the effectiveness of employee performance management systems at the SAPS, in the Western Cape Province. The secondary objective of this study is to understand and investigate challenges experienced by SAPS while the PMS is implemented. To determine the existing practice and awareness of performance appraisal. To measure cooperation and coordination among members and other partners which will therefore assist in connecting jurisdictional tensions and prevent conflicts amongst members of SAPS and the community. To recommend workable approaches for improving the PMS, and suggest the performance management programmes that should be implemented and monitored for support of the SAPS. The rationale for selecting Nyanga was because it is a less developed location and also has a high poverty rate and lots of crime, which lead to affecting police member’s performance. The study employed mixed methods where data was triangulated between qualitative and quantitative sources. Mixed methods research provides strengths that offset the weaknesses of both quantitative and qualitative research. Mixed methods research provides more evidence for studying a research problem than either quantitative or qualitative research alone (Creswell, 2009: 12-13).

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2011. / The main objective of this research was to evaluate the impact of Employment Equity Legislation on land reform delivery within the Provincial Land Reform Office of the Department of Rural Development and Land Reform in the Western Cape Province. In order to achieve this goal the researcher conducted a literature search of relevant books, journal articles, academic papers, news paper articles, legislation and subordinate legislation, policy documents, official reports, other applicable published and unpublished research materials. In conjunction with the literature search, the researcher developed a survey questionnaire to establish whether employment equity legislation does have a negative impact on land reform delivery within the provincial land reform office in the Western Cape. The survey was conducted arnonqst 60 employees within the Provincial Land Reform Office in Cape Town, including the District Offices of the Provincial Office. Fifty four (54) responses were used in the analysis, which represent a 90% rate of return. Based on the findings of the literature study and the empirical survey, 51.9% respondents' are of the opinion that the implementation of employment equity legislation does have a negative impact on land reform delivery within the provincial land reform office of the Western Cape. The researcher recommends that the department should consider using provincial demographics when employing staff within its provincial offices to ensure a more stable workforce. This is a true reflection of the responses as the majority of the respondents (81.5 %) agreed that Employment Equity (EE) targets should be based on provincial demographics rather than national demographics, whilst 13% of the respondents disagreed with this statement. Seventy seven comma eight percent (77.8 %) of the respondents also agreed that EE should reflect the target market being served. This will go a long way to foster good employer - employee relationships.

No description available.

This thesis analyses Human Resource Management (H.R.M) in English local government. The research shows how H.R.M in local authorities has been influenced by the development of New Public Management (N.P.M) that has adopted some but not all of the characteristics of H.R.M. N.P.M and H.R.M appear to have important differences arising from the unique nature of local government culture, organisation and structure. These differences were found in this study to prevent the full implementation of a strategic and effective form of H.R.M. As a result of these differences local government in England has developed a hybrid form of H.R.M suitable to the particular to the needs of local authorities. The study presents evidence that some cultural change has occurred in local authorities under H.R.M, particularly in the structure of organisations, and in the relationship between HR staff and managers. However, the inability of local authorities to overcome specific barriers to H.R.M means that the contribution H.R.M might make to the organisational performance of local councils is still unknown. These barriers are the inability of councils to produce integrated business and H.R strategies; underdevelopment of line managers; incomplete processes of devolution and decentralisation of HR responsibilities and issues arising from the political nature of local authorities.

Corruption has a destructive impact on the achievement of good governance and this has become evident in the governance of South Africa. South Africa has a systemically corrupt public sector, making it one of the most corrupt countries on the continent. Having an understanding of the principles guiding public administration in the Constitution juxtaposed with the extent of corruption in the South African public service, it is apparent that whistle-blowing is a necessary tool in the eradication of corruption as a fundamental anti-corruption mechanism. However, due to the expanse of unethical behaviour in the public sector organisational culture, whistle-blowing is stigmatised and negatively perceived by public servants. When a wrongdoing is committed, retribution is faced by the whistle-blower and not the perpetrator. Whistleblowing is thus not institutionalised into the South African public sector despite the existence of legislation supporting and promoting whistle-blowing. This characterises the sector as one with a whistlegenic organisational culture. Given the context in which reporting wrongdoing exists, this study sought to explore the institutionalisation of whistle-blowing in the South African public sector. The primary objective of the study was to determine the current state of whistle-blowing, the challenges thereof, focusing primarily on the Gauteng provincial departments as the area informing the study. The study also aimed to investigate how an ethogenic organisational culture, in which whistle-blowing is embedded in the culture, can be achieved in the public service of South Africa. The study employed the qualitative research approach. E-mail interviews were conducted with the Integrity Management Unit of the Gauteng Province in addition to a focus group interview conducted with the ethics officers of the Gauteng provincial departments. The onus of promoting ethical behaviour and thereby the anti-corruption measures provincial departments lies on the selected participants making them suitable to inform the research. The study employed a thematic analysis to analyse the collated findings. The study found that there are numerous challenges faced within the public sector that deter employees from whistle-blowing, in addition to the fear of retaliation. Ultimately, these challenges are a consequence of a systemically corrupt organisational culture and weaknesses in leadership. Subsequently, the study provided feasible recommendations which may be applied in the public sector to achieve an ethogenic organisational culture. / Dissertation (MAdmin)--University of Pretoria, 2020. / School of Public Management and Administration (SPMA) / MAdmin / Unrestricted

Deutsche Universitäten unterliegen starken organisationalen Veränderungen, die in die gesellschaftspolitischen Entwicklungen hin zu einer Wissensgesellschaft sowie dem Marktparadigma einzuordnen sind. Universitäten handeln zudem zunehmend strategisch, um im politisch forcierten Wettbewerb zu agieren. Die dafür notwendigen Veränderungen, z.b. im Rahmen der New Public Management-Reformen, stehen jedoch in einem Spannungsverhältnis zum tradierten kulturellen Selbstverständnis der Universitäten. Daraus ergeben sich besondere Herausforderungen für strategische Veränderungsprozesse an Iniversitäten. Der Beitrag zeigt auf, welche Rolle Universitätskultur in strategischen Veränderungsprozessen einnimmt und wie sie positiv in diese integriert werden kann.

Deutsche Universitäten unterliegen starken organisationalen Veränderungen, die in die gesellschaftspolitischen Entwicklungen hin zu einer Wissensgesellschaft sowie dem Marktparadigma einzuordnen sind. Universitäten handeln zudem zunehmend strategisch, um im politisch forcierten Wettbewerb zu agieren. Die dafür notwendigen Veränderungen, z.b. im Rahmen der New Public Management-Reformen, stehen jedoch in einem Spannungsverhältnis zum tradierten kulturellen Selbstverständnis der Universitäten. Daraus ergeben sich besondere Herausforderungen für strategische Veränderungsprozesse an Iniversitäten. Der Beitrag zeigt auf, welche Rolle Universitätskultur in strategischen Veränderungsprozessen einnimmt und wie sie positiv in diese integriert werden kann.

This paper documents the process of design and adoption of the «National Policy on Modernization of Public Management» between 2011 and 2013. In order to achieve this objective, it will identify the political, institutional and economic constrains and it will analyse the importance of various actor which policymaker had to engage for political legitimacy and formal approval.  This analysis fins that the implementation of a communication strategy produced the political consensus necessary for political approval. / El presente artículo documenta el proceso de diseño y aprobación de la Política Nacional de Modernización de la Gestión Pública entre los años 2011 y 2013. Para ello identifica las restricciones del contexto político, institucional y económico, así como la importancia de los diversos actores que tuvo que involucrar para su legitimación y aprobación. El propósito central del presente artículo es comprender de qué manera la implementación de una estrategia comunicacional facilitó el consenso político para la aprobación de la propuesta de política.