Given the historically repressive and racist legislation and practices of a white supremacist government, and notwithstanding the subsequent advent of a new democratic state, this thesis argues that the desegregation of teachers is unlikely to unfold in accordance with the conceived ideals and expectations of the Constitution of South Africa. It is further contended that while teacher desegregation has occurred to a limited extent, it has not contributed substantially to the realization of non-racialism. Set against the backdrop of the values framework espoused in the Constitution, this study is located in KwaZulu-Natal, one of the nine provinces that constitute South Africa. Taking into account the 'layered' nature of social reality, and using a humanistic sociological approach, which is characterised by an emphasis on the human being as the central focus, this study combines both quantitative and qualitative methodologies. The first layer of the study comprises of a feasibility study which aims to ascertain the extent to which teacher desegregation has occurred in KwaZulu-Natal as well as to assess the experiences of a convenience sample of teachers who have moved to schools that were historically not designated to their race group. This layer of the study is exploratory and succeeds in providing the contour of the data and indicated the need for an extended, in-depth study. The feasibility study is followed by the second layer of study which serves the purpose of discovery and which comprises of an analysis of how teachers defIne, understand and manage desegregation. The subsequent layer is an intensifIcation of the data and interrogates the experiences of teachers who are currently employed at schools that were historically inaccessible places of employment. Driven by a strongly Lefebvrean theoretical perspective on space, the data is analysed taking into consideration the conception of space that prevails today in the country as opposed to the spatial practices and representation of space of the historical past which were determined largely by legislation such as the Group Areas Act and the Population Registration Act, both of which territorially divided the country and marked bodies in terms of race thereby contributing to the inextricable intertwining of race and space. It is suggested that while some progress has been made in respect of racial desegregation and integration, the enduring effects of history which are inscribed in space persist nonetheless. This is evident from the experiences of alienation, marginalisation, displacement, territorialism, resegregation as well as a sense of violation of space which are described by the participants. In addition, obstacles to desegregation are factors such as a fear of crime, inaccessibility of schools, racism and the challenges posed by language. Ideas for further research in respect of teacher desegregation in other provinces of the country as well as issues of teacher identity in desegregated spaces are suggested and the possible use of a spatial perspective in other studies is encouraged. / Thesis (Ph.D.)-University of KwaZulu-Natal, Durban, 2007.

In the last two decades, the western world witnessed a continuous rise in the health expenditure. Meanwhile, complaints from patients on excessive waiting times are also increasing. In the past, many researchers have tried to devise appointment scheduling rules to provide trade-offs between maximizing patients’ satisfaction and minimizing the costs of the health providers. For instance, this challenge appears appointment scheduling problems (ASP). Commonly used methods in ASP include analytical methods, simulation studies, and combination of simulation with heuristic approaches. Analytical methods (e.g., queuing theory and mathematical programming) face challenges of fully capturing the complexities of systems and usually make strong assumptions for tractability of problems. These methods simplify the whole system to a single-stage unit and ignore the actual system factors such as the presence of multiple stages and/or resource constraints. Simulation studies, conversely, are able to model most complexities of the actual system, but they typically lack an optimization strategy to deliver optimal appointment schedules. Also, heuristic approaches normally are based on intuitive rules and do not perform well as standalone methods. In order to reach an optimal schedule while considering complexities in actual health care systems, this thesis proposes efficient and effective methods that yield (near) optimal appointment schedules by integrating mathematical programming, a tabu search optimization algorithm and discrete event simulation. The proposed methodologies address the challenges and complexities of scheduling in real world multistage healthcare units in the presence of stochastic service durations, a mix of patient types, patients with heterogeneous service sequence, and resource constraints. Moreover, the proposed methodology is capable of finding the optimum considering simultaneously multiple performance criteria. A Pareto front (a set of optimal solutions) for the performance criteria can be obtained using the proposed methods. Healthcare management can use the Pareto front to choose the appropriate policy based on different conditions and priorities. In addition, the proposed method has been applied to two case studies of Operating Rooms departments in two major Canadian hospitals. The comparison of actual schedules and the ones yielded by the proposed method indicates that proposed method can improve the appointment scheduling in realistic clinical settings.

The appointment and selection of the Head of Department (HOD) is the most important task that the KwaZulu-Natal Department of Education and Culture (KZNEDC) and the School Governing Body (SGB) must undertake. It is the task of the KZNEDC to encourage the best people to apply for the HOD post from whom the SGB can select the best candidate for the job. Yet, from time to time, the newspapers report on the selection of HODs that has been disputed. The main purpose of this study was to investigate the selection and appointment of educators to the position of Head of Department in three primary schools in the KwaNdengezi Circuit of the KwaZulu-Natal Department of Education and Culture. The main focus was to explore the views of the principals and educators in these primary schools. The study probes the opinions of the primary school principals and educators regarding the selection procedures used in primary schools. It also seeks their opinions why the process was disputed in some instances. The study starts by analysing the selection procedures for the appointment of educators to the post, Head of Department, in the primary schools in the KwaNdengezi Circuit in KwaZulu- Natal. In finding out the views of the principals and of the educators, a survey was conducted in three primary schools in the KwaNdengezi Circuit. A questionnaire was administered. The study has found that there are selection procedures provided by the National Department of Education. These selection procedures are not properly followed, thus disputes were declared in some instances. On the basis of this exploration, suggestions were rendered on how the selection and appointment process could be improved in the future. / Thesis (M.Ed.) - University of Natal, 2003.

This study examined the promotion policy of school-based educators and the manner in which it has been implemented in the Pinetown district of KwaZulu-Natal. Given the inordinately large number of disputes that have been declared since the inception of this policy in 1997 and the constant adverse publicity it has attracted in the media, the researcher sought to explore whether implementation of the promotion the policy is in keeping with national and provincial legislation. Given also that both provincial (Human Resource Management Circulars) and national (Employment of Educators Act 76 of 1998, The South African Schools Act 84 of 1996, The Labour Relations Act 66 of 1995, etc) legislation exist to guide the process, the researcher sought to examine the reasons for the apparent gap between formulation and practice. Using policy and policy analysis as the theoretical framework, the researcher explored the notion that policy tools model (authority, incentive, capacity, symbolic and learning) could be utilized both to understand and implement this process effectively. Although essentially qualitative in nature, the researcher utilized the survey questionnaire (secondary method) to elicit the views and perceptions of a wider range of role-players to inform the more intensive case study (primary method). The findings indicate great disillusionment on the part of the educator and parent establishment with a policy whose implementation is fraught with problems. Selectors in attaching personal meanings to the implementation process have deviated from the principles enunciated in the policy. To counter this, the researcher suggests that the policy tools model be utilized to further inform the process and that policy be viewed as an interactive, consultative process i.e. a cyclic model. / Thesis (M.Ed.) - University of KwaZulu-Natal, 2005.

It is widely acknowledged that effective schools owe much of their success to the calibre of their principals. Notwithstanding the central role played by these executive officers, very little attention has been given to the selection of secondary school principals internationally and more so in South Africa. The South African education system has recently undergone a not so silent revolution and all former departments of education have combined. The national Department of Education determines policy and local education is administered by provincial authorities. The State's policy of transformation, which is being implemented in all public schools, is bringing about many changes in schools and these have to be satisfactorily managed. Because of the complexity of the school as an organisation, the principal is subjected to changing demands especially in respect of his/her management tasks. Despite these changes requiring a new style of school management, the selection of secondary principals has, up till very recently, been done in a fairly arbitrary manner. Consequently, this project involves an assessment of the current selection procedures for secondary public school principals in KwaZulu-Natal. While it is accepted the selection procedure is relatively new and still evolving, it is hoped that this project will alert educational authorities to the salient weaknesses of the selection procedure and offer recommendations for its improvement. / Thesis (M.Ed.) - University of Natal, Durban, 1999.

The aim of the study was to assess the needs for teacher induction programme in Sebokeng schools. Induction of the beginning teachers is regarded by many scholars as an effective mechanism of human resources management and development. The relevant literature review attempted to legitimize the assertion ''that teachers don't perform maximally because they are not inducted" by providing sufficient logical and empirical support along the way. The instrumentation and how the respondents responded, further accentuates the fact that beginning teachers are exposed to the hit and miss syndrome. "An ineffective teacher can cause problems for many; while an effective teacher can be a goodwill ambassador ". The research therefore suggests that beginning teachers be helped to get off to a good start. "A good experience during the first year or two in the profession can build a foundation for a solid commitment to teaching. A bad experience can set the stage for a hasty exit from teaching ". Good teachers are scarce in the best of times, but they may become even harder to find in the years ahead. / Thesis (M.Ed.)-University of Durban-Westville, 1996.

In this dissertation I aimed at understanding and explaining what support staff have experienced during the placement and redeployment process at the University of KwaZulu-Natal. Support staff are crucial to the success of the vision and the mission of the university, therefore it was necessary to hear their voices. Five support staff members participated in this study. Using a qualitative case study approach, I sought to answer the following critical questions: 1) How did support staff experience placement and redeployment? 2) What can we learn from the support staff's experiences of placement and redeployment in both the School and the University? The literature review included the following issues: placement and redeployment in the organisation change, organisational change, how change occurred in the organisation, the human factor during organisational change, resistance to change, change management, leadership during change management, communication and education during managing change, participation and involvement and the role of organisational culture in organisational change. I adopted Lewin's theory of change as the framework for this study. This framework gives rise to thinking about a planned approach to changing things. Data were generated from focus group interview and document analysis. I examined data through ten themes, as follows: communication about placement, support staff participation and involvement in decision making about placement, shock, fear and confusion, experiences of application and placement process, handing over process, timing of placement and induction, new organisational structure and reporting lines, workload, job description and clarification of role, before the reconfiguration versus after the reconfiguration. The findings revealed that communication, participation and role clarification were key to successful implementation of change. From the findings, I concluded that power tactics and despotism cannot implement compliance, but can lead to resistance. Employee participation and involvement makes the employees feel appreciated and respected. / Thesis (M.Ed.)-University of KwaZulu-Natal, Durban, 2012.

The independence of the judiciary is not only crucial for the legal community, but for all South Africans, including the business community. It is important for local and foreign investment to have confidence that the judiciary will protect and enforce their interests. It is submitted that if the independence of the judiciary is undermined in South Africa, not only will the judiciary be affected but so will the broader business community. The aim of this study is to determine what effect legislative and executive interference in managing the judiciary, through its human resource processes (such as selection, training and discipline of judges) as well as through its finances and court administration, has had on the independence of the judiciary. In recent years there has been an increased interest in the activities of the judiciary and an increase in the criticism of its members. This has resulted in the executive proposing amendments to legislation which, in turn has resulted in the ongoing debate in legal circles about the impact of these measures on the independence of the judiciary. The concern is that the proposed measures will enable the executive to further encroach upon the judiciary and undermine its independence. Consequently, members of the judiciary, academics, members of the bar council and the side bar have objected strongly to the proposed legislative changes. The purpose of this case study is to explore the extent to which the executive has already interfered with, and proposes to further interfere with judicial personnel and the functioning of the judiciary. A further purpose is to establish what effects the aforesaid political interference has had on the independence, the efficient and effective functioning of the judiciary. It is hoped to determine whether the proposed legislative and executive measures will remedy the perceived judicial inefficiencies through holding members more accountable or whether they will compound the problems that already exist. In pursuit of this broad aim the research takes a grounded, theory-generating approach. The foundation of the research design is a combination of the use of the literature surveyed in Chapter Two together with the responses to the survey questionnaires and the answers to the interview questions from judges of the various superior courts of South Africa. The South African judiciary presently comprises of the Constitutional Court, the Supreme Court of Appeal and 13 divisions and local divisions of the High Court situated in Bisho (Ciskei); Bloemfontein (Orange Free State); Cape Town (Cape of Good Hope Division); Durban (Durban and Coast Local Division); Grahamstown (Eastern Cape); Johannesburg (Witwatersrand Local Division): Kimberley (Northern Cape); Mmabatho (Bophuthatswana); Pietermartizburg (KwaZulu-Natal); Port Elizabeth (South Eastern Cape Local Division); Pretoria (Transvaal); and Thohoyandou (Venda). A dual approach using two types of research instruments, namely the survey questionnaire and the interview questionnaire, was used. In 1999 only two of the ten Constitutional Court judges were women (Sally Baden, Shireen Hassim and Sheila Meintjes, 1999). At that time there were only two female judges in the Labour Court and one in the Land Claims Court. Also, of the total of 186 judges, at the time, 156 were white males, 20 were black males, 7 were white women and 3 were black women. However, the racial and gender composition of the judiciary has changed dramatically since then (Seedat, 2005, page 5) and (Lewis, 2008, page 1). No random sample was taken, due to the small population size of the judiciary and it was feared that it would further reduce the response rate. Both research instruments (the survey questionnaire and the interview schedule of questions) were sent to the entire population of judges, which at the time that the study was conducted, consisted of 213 judges in total. The main source of data was obtained from the research questionnaire developed by the researcher. This was posted to each of the respondents, together with a self-addressed envelope. The aforesaid data was obtained from the semi-structured face to face (alternatively telephonic) interviews conducted with the respondents, who were willing to participate and agreed to be interviewed. Amongst the judges surveyed and interviewed some were current judges, some were retired judges and some were acting judges, of the various superior courts (the interview questionnaire was also developed by the researcher), all of whom were spread across the whole of South Africa. Due to distance and time constraints, a number of the judges agreed to be interviewed telephonically instead of face to face, which saved the researcher a great deal of expense, with regards to travelling and accommodation. The constant comparative method of qualitative analysis was used. Data reduction was carried out in three stages, each representing a progressively higher level of theoretical abstraction. The findings of the research are expressed as an integrated theory and a series of propositions, generalized within the boundaries of the study, relating legislative and executive interference with the judiciary and what the impact and effect these have had on the independence of the judiciary. The conclusions may be summarized in four statements. Firstly, there is political interference with the personnel of the judiciary, through the Judicial Service Commission being involved in the judicial selection and disciplinary processes. This has negatively impacted on the efficient functioning of the judiciary. Secondly, the judiciary has transformed and no further political inference is necessary to bring about transformation of its structures or its functioning. Thirdly, there is executive interference, by the Department of Justice, with the judiciary's finances and court administration, which has negatively impacted on the efficient functioning of the judiciary. Fourthly, the proposed judicial bills are an unnecessary intrusion and, if enacted, will increase the executive's power over the functioning of the judiciary, further undermining its independence and possibly eventually leading to its complacency. This will have adverse consequences for all South Africans, including the business community, as local and foreign investor confidence in the South African judiciary's ability to protect and enforce their rights. In light of the aforesaid, the recommendation is that all forms of political interference with the judiciary should be removed and that the legislature and the executive should support the judiciary and protects it from judicial criticism. The legislature and the executive should take steps where necessary to remedy the abovementioned, for example to correct the imbalances in the composition of the Judicial Service Commission and allow the judiciary to control its own internal processes thereby ensuring that it functions efficiently and independently. / Thesis (MBA)-University of KwaZulu-Natal, 2009.

Marketplace Ministries, specifically BAM and tentmaking, can be used in North Africa to effectively share the gospel in culturally impacting ways. Chapter 1 introduces the concept of BAM by presenting various definitions of BAM and finding a desirable definition for the purpose of this study. After finding a satisfactory definition for BAM, marketplace ministries are discussed and a suitable framework is developed for the use of tentmakers. The chapter reviews the relevant literature related to the practices and ministries of BAM and tentmaking. Chapter 2 examines the biblical and historical basis of BAM and tentmaking as effective strategies for reaching the lost. Old Testament principles are established for the use of marketplace ministries and the lives and work of Paul, Priscilla, and Aquila are examined as examples of those who used business to carry out ministry. Lastly, some historical flashpoints of missionaries and missionary enterprises that used business to carry out their missionary task are given. Chapter 3 examines some of the contemporary issues related to the practice of BAM and tentmaking especially as it relates to a mission structure such as the IMB. I give three criteria for tentmakers that must be exhibited to be effective; identity, integrity, and intentionality. Patrick Lai's continuum for tentmakers is discussed and evaluated based on those criteria. Chapter 4 delves specifically into tentmaking and the role of the IMB from Richmond to North Africa. Interviews were conducted with key leaders in Richmond VA, London, England, and North Africa. A survey was developed, distributed, and evaluated among missionaries in North Africa with the IMB. The survey is delimited to IMB personnel with the dual purpose of establishing a baseline for how tentmaking can be used in organizational structures and to see what needs IMB personnel are experiencing as they work on the field. Questions are answered that were raised as a result of practitioners dealing honestly with identity, integrity, and intentionality on the field. Chapter 5 examines the paradigm shifts necessary to make BAM and tentmaking viable in today's world of CAN/RANs. Discussion centers in the areas of missionary selection, education, training, and the funding of tentmakers and their platforms. For tentmaking to be effective in nations hostile to the gospel, shifts will have to be made in the areas of supervision, policy, and strategy. / The author of this dissertation requested and received permission for the author's name to be redacted.

Vare sig det handlar om kundservice eller försäljning är kundkontakten ett servicemöte som är centralt för en affärsdrivande verksamhet. Arbetsuppgifter som innefattar kundkontakt är av avsevärd betydelse för företaget då den anställde är företagets ansikte utåt och spelar en avgörande roll när det gäller att influera kundens uppfattning. För att de anställda ska kunna bidra till ett bra servicemöte är det viktigt att de känner sig motiverade. Hur anställda med kundrelaterade yrken ser på sin arbetsmotivation och vilka faktorer de uppfattar som motiverande var i fokus för denna studie. I studien deltog fem anställda med kundrelaterade arbetsuppgifter. Data samlades in genom semi-strukturerade intervjuer. En tematisk analys genomfördes. Resultatet visade att den viktigaste motivationsfaktorn var kommunikation och samspel med kollegor, chefer och kunder. Likt en katalysator inverkade samspelet med andra på den inre viljan att prestera. På så sätt skapades en positiv spiral, som påverkade individens motivation positivt. Andra motivationsfaktorer som belystes som viktiga av respondenterna var behovet av att tillhöra, känna gemenskap och få vardaglig feedback. Samtidigt var behovet av utmaning i arbetet, utvecklingsmöjligheter samt att arbeta mot egna uppsatta mål centralt. Dessa faktorer diskuterades utifrån motivationsteorier samt relaterades till aktuell forskning avseende motivation. Studiens bidrag är en fördjupad förståelse för vad anställda med kundrelaterade yrken motiveras av. Genom att belysa faktorer som är betydande för respondenter kan verksamheten få en rikare förståelse och rikta energi och resurser gentemot dessa / The task of managing and performing customer contact is of great importance to a company, as the employee who performs the task is the representative of the company, and plays an important part in how the company is perceived. For the employee to be able to contribute to a successful service appointment, it is imperative that the employees feel motivated. How employees in customer-related professions view their motivation and which factors spur them on was the starting point of this study. In this study five employees contributed, all with customer related tasks. Data was collected by semi-structured interviews. Via a thematic analysis, the result showed that the most important motivational factor was the need for satisfying communication with coworkers, supervisors and customers. Like a catalyst, the interaction with others affected the internal desire to perform, and therefore influenced the individual workers motivation in a positive way. Other factors highlighted were the need to feel belonged and associated, and also to receive feedback on a daily basis. Also, the need to feel challenged by the work they perform, opportunities to advance and working towards the goals they set for themselves is central. These factors were discussed based on different motivational theories related to present research. This study’s contribution is a deeper understanding of what motivates the employees with customer-based professions within this company. By highlighting these factors the company may get a better understanding of what motivates employees and, if they want to, chose to focus their energy and resources towards them