The prevalence and antibiotic resistant profiles of shiga-toxin producing Escherichia coli 0157 strains isolated from faeces samples of cattle, pigs and human stool samples were determined. The strains were further characterised by molecular methods for the presence of shiga-toxin virulence genes and antibiotic resistant genes. Seventy-six Escherichia coli 0157 strains were isolated and the prevalence was higher among E. coli isolated from faeces from pigs (44.2% to 50%) than those from cattle faeces (5.4% to 20.0%) or human stool samples (7 .5%). On testing E. coli 0157 isolates for their resistance to 9 antimicrobial agents, multiple antibiotic resistance (MAR) was observed in all of the isolates arising from resistance to three or more antibiotics. Seventy (92.1 %) of the E. coli 0157 isolated from humans, cattle and pigs were resistant to tetracycline. 73 (96.1 %) were resistant to sulphamethoxazole, 63 (82.9%) were resistant to erythromycin. 40 (52.6%) were resistant to streptomycin and 26 (34.2%) were resistant to ampicillin. The highest frequency of resistance was observed among the human isolates (n=3 ), where 3 (I 00%) of the isolates were resistant to tetracycline, sulphamethoxazole, erythromycin and ampicillin. Furthermore, among the pig isolates (n=60), 58 (96. 7%) were resistant to tetracycline, 57 (95%) were resistant to sulphamethoxazole, 47 (78.3%) were resistant to erythromycin. 38 (63.3%) were resistant to streptomycin and 22 (36. 7%) were resistant to ampicillin. The MAR phenotypes S-Smx-T-E, Smx-T-Ap and Smx-T-E were the dorminant phenotypes among the E. coli 0157 isolated from the faeces samples of communal pigs in 30.4%, 21 .7% and 17.4% of these isolates, respectively. However, phenotypes Smx-T -E and S-Smx-T-E-Ne were identified at I6.2% and 10.8%, respectively within the isolates obtained from commercial pig faeces. The phenotype Smx-T-E was the only MAR phenotype identified among the E. coli 0157 isolated from the faecal samples of commercial cattle at Lichtenburg. Furthermore, MAR phenotypes Smx-T-E-C, K-S-Smx-T-E, S-Smx-T-E and Smx-T-E-Ap were obtained at 25%, respectively for the isolates obtained from communal cattle at Mogosane while Smx-T-E-Ap was the dorminant (66.7%) phenotype among the isolates of human origin. The phenotype Smx-T fom1ed the basis of all the MAR phenotypes obtained and this was similar to the percentage antibiotic resistance data. The distribution of the resistant determinants for tetracycline was determined by PCR analysis in resistant isolates. A tetB gene was detected in E. coli 0157 of pig origin. Based on the characterisation of 30 isolates for the presence of STEC virulence genes by PCR, 18 (60%) possessed the hlyA gene, 7 (23.7%) possessed the eae gene and 5 ( 16. 7%,) harboured both genes. The average MAR indices for pig, cattle and human E. coli 0157 isolates were 0.4n2, 0.3419 and 0.4814, respectively. Among the cattle isolates, the group MAR index was highest for the communal (Mogosane) population while the values for the commercial populations at Lichtenburg and Rustenburg were 0.33 and 0.22, respectively. £. coli 0157 isolated from pigs revealed MAR index results that were 0.508 and 0.415 for the commercial and communal populations respectively and 0.1851 for the E. coli control strains. Characterisation by cluster analysis to determine the commonness and resolve differences between the E. coli 0157 isolated from the Various sources revealed a close association between pig (Tlapeng and Mareetsane), cattle (Mogosane) and human isolates. Interestingly, E. coli 0157 isolated from pigs occurred at the highest frequency in all the clusters. which suggested their role in the dissemination of resistant determinants. / MSc. (Agric.) North-West University, Mafikeng Campus, 2006

The fraud prevention measures in Unemployment Insurance Fund, North West Province, were evaluated in this study. The manual on fraud prevention measures was formulated and started implementation in 2000, and since !hen, no review was made. Different literature was reviewed to find out what other researchers say about the related problem. In reviewing literature, it was found out that fraud had an adverse effect in any business, and the best way to combat or prevent it, was to formulate and implement some preventative measures, monitor and review them at least annually. Data gathering was conducted by distributing questionnaires to different staff of Unemployment Insurance Fund throughout the North West province. The questionnaires were aimed at identifying the most vulnerable areas to fraud, evaluating the effectiveness of fraud prevention measures, identifying different types and causes of fraud and finding out whether contributors and their employers are well informed about the Unemployment Insurance Fund. The study found that the existing fraud prevention measures were not quite effective in the sense that they are reactive than preventive according to the respondents. Claims, accounts and registry sections were identified as the most vulnerable sections. The most prevalent types of frau din the UJF were found to he cheque, cash, and identity frauds, The study again found the main causes of fraud in UIF are ineffective internal controls, lack of strict supervision, income disparities and low salaries of lower level employees. It also came to light on the study that there has not been any significant change in fraud since the year 2000 after the formulation and implementation of fraud prevention measures among the ways to reduce fraud as suggested by the employees are salary review, constant supervision, intensive investigations and awareness campaigns what is essential to effectively reduce the level of fraud in the UIF is effective implementation of the preventive oriented internal controls coupled with strict supervision. / Thesis (MBA) North-West University, Mafikeng Campus, 2004

The focal point on this research project is restructuring which is intended at producing an efficient public service capable of meeting developmental and socio economic challenges facing the National Department of Public Works in the North West Province. The problem facing the department is that the department's operational plans could not be met due to high vacancies within the management/supervisory levels. One other problem that related to restructuring was that there was no clear description of what the department's strategic vision and plans were. Qualitative method was identified as the most suitable method for this research. The data was collected by means of questionnaires given to both senior and junior managers. A sample of 71 respondents randomly selected from a population of 182 employees. Questionnaires and interviews were conducted in order to get the perception of how people think about restructuring. The aim was to collect information from both senior managers and lower levels. The findings from the collected data is that employees do not understand the business processes in order to gain confidence in what the Department wants to achieve. The expectation from employees was that Human Resource division will develop an HR plan which will accommodate employees with lower qualifications, current and past experience expertise in the relevant fields of work. This emphasizes the need for more engagement between management and staff. Some of recommendations are:- • Information technology infrastructure must fully support new processes thereby enabling the achievement of departmental objectives. • Restructuring must create a conducive environment which encourages or facilitates effective utilization of resources. • Policies to be clear and applied uniformly • The department must consider the constitutional obligation to transform the Public Service to ensure the delivery of quality service in accordance with the mandate of a better life for all. / (MBA) North-West University, Mafikeng Campus, 2005

The researcher is motivated by the numerous concerns raised by public officials in South Africa for an answer to performance management in the public service. There are numerous misconceptions in regard to performance management in public institutions. The objective of writing on this topic is to enlighten both the employer and employee of their obligations, rights and legal framework in the management of performance. The focus of the study is on the impact of performance management systems, the existence of training and development of staff as well as the availability of the physical resources on performance management. Poor management of performance translates into lost productivity, increased absenteeism, lower morale of employees and it further hampers service delivery. The study comprises of five chapters, containing the orientation of the study; literature review; research design and methodology; data analysis and results and summary, findings and recommendation, respectively. The instrument employed to gather data was applied in five divisions, and data was gathered from a sample of 39 out of a target population of 66 employees. / M. Admin. (HRM) North-West University, Mafikeng Campus, 2005

(MBA) North-West University, Mafikeng Campus, 2005

The aim of the research is about the evaluation of the management of the selection for educators at a primary school in the North West, Klerksdorp District and to consider theoretical and practical implications. Questionnaires were used as the main measuring instrument. The findings of the research revealed that some of the role players lack necessary skills and expertise to be part of the selection process. Policy implications were found to have an effect on the process. Nepotism, poor communication, selection of correct candidates, roles played by different role players, information dissemination during the process, effectiveness of the selection process, lack of preparations before the selection process begin and composition of the selection panel, were found to be present. The conclusions from the findings indicated that, selection should be considered as a serious process and stakeholders should ensure that they play their roles according to the policy that governs the process. Recommendations included the following: training of the stakeholders should be taken into consideration, nepotism and other unfair practices should be avoided, information distribution and communication should be improved, and effectiveness during the process should be emphasized as well as the composition of the selection panel. Future research should be on further enhancement of the selection process to be effective and efficient taking into consideration the needs of different societies and the nation as a whole. / (MBA) North-West University, Mafikeng Campus, 2006

The Beehive Model elevates strategic planning and management to the highest rostrum as a strategy for assisting schools to be relevant to the needs of present-day societies. Additionally, the Model regards capacity building as a necessity that should enable school managers to reflect on the aims of education and attainment of outcomes that provide a comprehensive and coordinated approach to all aspects of planning in the school. Communication is essential in all organisations, " fact attested to by the empirical study which uncovered that communication with stakeholders has the highest response rate. However, the lowest ranked item was accommodation of diverse needs and interests of stakeholders. It would appear that for the sake of relevance to society's needs. schools should be re-aligned to accommodate stakeholders' needs and interests. It is also observed that in another set of questions the lowest ranked items were forging of trust, respect and understanding, as well as lack of understanding of schools' visions and missions. Surely, schools require a new breed of school managers who can form productive partnerships with stakeholders. It is envisaged that the Model would enhance school managers' capacity to expedite functions linked to activities such as decision making, managing, leading and maintenance of effective personnel relationship in primary schools in North West Province. The Model should also provide the basis for integrated and coordinated education, training and development programmes for school managers in the greater South Africa. key words: Beehive Model, talent orientation, stakeholder participation, organisational strategy, business discipline, change leadership, management development, leadership development, professional development, functional structures, pay and incentives. / (Ph.D.) North-West University, Mafikeng Campus, 2005

Thesis (M.A.)--University of Alabama at Birmingham, 2008. / Description based on contents viewed Oct. 8, 2008; title from PDF t.p. Includes bibliographical references (p. 75-78).

Thesis (Ph. D.)--Johns Hopkins University, 1928. / Vita. Published also without thesis note.

Thesis (Ph. D.)--Johns Hopkins University, 1928. / Vita. Published also without thesis note.