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Philosophiae Doctor - PhD / Corruption as a concept is viewed differently by various disciplines, but there seems to be consensus that it relates to the misuse of public office for private gain. Studies in the social sciences, mainly political science, economics, sociology and law, have provided valuable insights into the subject, for example, its causes, manifestations and consequences. In a country such as Nigeria, corruption is said to have cost the country up to $20 trillion between 1960 and 2005, and it could cost up to 37% of its GDP by 2030 if the situation is not urgently addressed. The paradox, however, is that although all successive leaders of the country have consistently articulated their anti-corruption posture in national speeches, they get accused by their successors of not being tough on corruption both in word and in deed. Regrettably, there have been relatively few close textual analyses of presidential speeches carried out within analytical frameworks in linguistics that have the potential of revealing how presidents can simultaneously talk tough and soft on corruption, a contradiction that could well explain the putative anti-corruption posture of the country’s leaders and the ever deepening corruption in the land. It is against this backdrop that this study draws on Critical Discourse Analysis (CDA) and Systemic Functional Linguistics (SFL) in order to examine language choices related to the theme of corruption in speeches made by Nigerian presidents from 1957 to 2015. The objectives of the study are to (1) provide an overview of how the discourse on corruption has evolved in Nigerian presidential speeches from 1957-2015; (2) determine specific facets of the construal of corruption from the dominant choices made from the system of transitivity (process, participants, circumstance) in speeches by different presidents and at different time points in their tenure in office; (3) analyse how the interpersonal metafunction of language is enacted in the speeches by the presidents through the system of appraisal for a strategy of positive self-presentation and negative other-presentation; (4) interrogate from a critical discourse analysis standpoint the interest, ideological, partisan or other bases for the choices made in the speeches from the systems associated with the experiential and interpersonal metafunctions of language; and (5) to evaluate the different presidents in terms of how the above analyses position them in relation to combating corruption.

Integrated Quality Management System is a model used for appraising teachers in South Africa and has been in use post-1994. The study shed light on the historical development that shaped the current model used for appraising teachers, especially after 1994. IQMS as a model for appraisal was introduced as a direct response after the collapse of the inspection system which was autocratic and highly subjective. Using a case study approach, two schools in Soweto were purposefully selected because of the strong leadership and data was collected from eleven teachers and two principals. The study aims to investigate the role of the school leadership in mediating IQMS at school level. The study employed interviews, questionnaires and document analysis. The research is concerned with the lived experiences of individual teachers in the confines of the environment that they are most comfortable in. This research was taken from the interpretivist position which views the world as constructed by means of multi perspectives. The study argues that the leadership at school level has a prominent role to play in mediating IQMS despite the tensions inherent therein.

The use of performance appraisal systems for employees is far from new. It has been recognised that performance has to be managed in order for the organisation or government department to meet its goal effectively. The main objective of this system is to ensure that all employees or jobholders know and understand what is expected of them. It also includes managing poor or unacceptable performance by giving guidance where needed, while still recognising and awarding outstanding performance. However, do employees have a clear understanding of and information about the system and do they real benefit from the system? The researcher conducted this study in order to explore the perceptions of employees with regard to the effectiveness of the performance appraisal system within the Department of Social Development in two districts. Its aim was to make recommendations for improving the system in relation to the most important themes or aspects that the employees (appraisers and appraisees) have highlighted. The proposed research project adopted a qualitative research approach and was exploratory in nature. A multiple case study research design was used. Participants consisted of employees of the Department of Social Development from two districts in the Free State who are appraisers and appraisees. Purposive sampling, which is a type of non-probability sampling, was used to select appraisers, while convenience sampling was used to select appraisees. A semi-structured interview schedule was used in one-to-one interviews to explore issues and gather information. The main findings of the study are that Social Development employees understand the importance of implementing a performance appraisal system in the workplace. They revealed that they still want the system to continue in the Department. However, their main concern is the practical implementation of the system, and they reported that it needs to be improved. They have suggested many areas that need to be improved in order for the system to be more effective and to achieve its main purpose within the Department.

<p>Author: Nilsson Linda</p><p>Title: Appraisal talk- new ideals and new forms</p><p>The purpose of this study was to examine the concept of the appraisal talk. More specifically its aim was to find out more about the function and the meaning of the appraisal talk, for the organization, managers and co-workers point of view, and if there was any specific method applied. Two of the central questions were: How did the managers and co-workers describe the function and the meaning of appraisal talks? Were there any differences or similarities of the respondent’s point of view, depended of their position in the organization? The method of analysis was qualitative with a critical reflective approach. The study was based on interviews with three managers and four co-workers, in the public service of elderly care in Kalmar municipality. A central finding of the study is that the implementation of the appraisal talk is a tool for the organization to make effectiveness, but also to create a meaningful atmosphere. It seems to depending on the respondent’s position in the organisation. The managers use a solution focused work method in the appraisal talk.</p>

Author: Nilsson Linda Title: Appraisal talk- new ideals and new forms The purpose of this study was to examine the concept of the appraisal talk. More specifically its aim was to find out more about the function and the meaning of the appraisal talk, for the organization, managers and co-workers point of view, and if there was any specific method applied. Two of the central questions were: How did the managers and co-workers describe the function and the meaning of appraisal talks? Were there any differences or similarities of the respondent’s point of view, depended of their position in the organization? The method of analysis was qualitative with a critical reflective approach. The study was based on interviews with three managers and four co-workers, in the public service of elderly care in Kalmar municipality. A central finding of the study is that the implementation of the appraisal talk is a tool for the organization to make effectiveness, but also to create a meaningful atmosphere. It seems to depending on the respondent’s position in the organisation. The managers use a solution focused work method in the appraisal talk.

The majority of empirical research on responses to negative feedback has focused on affective responses to negative feedback, which have largely been adverse. The purpose of this study was to examine how negative feedback enhances motivation. A key feature of this study is the conceptualization of motivation using Edward Deci and Richard Ryan’s self-determination theory. Self-determination theory proposes a continuum of motivation, based on one’s regulation, or contingency for performance. Goal orientation and social dominance orientation are proposed as two moderators of the negative feedback-regulation relationship. Two studies were conducted to examine the relationship between negative feedback and regulation. Study 1 used a survey-based instrument with a work sample after a performance appraisal was conducted (N = 221), and Study 2 took place in a psychology statistics undergraduate course (N = 156). Negative feedback yielded a decrease in obligated motivation in Study 1. Mastery prove goal orientation and performance prove goal orientation were consistent significant moderators of the negative feedback-regulation relationship, such that individuals with high levels of Mastery prove goal orientation increased their autonomous regulation at higher levels of negative feedback, while individuals with high levels of performance prove goal orientation decreased their autonomous regulation at higher levels of negative feedback. Implications for feedback delivery are discussed. This study contributes to the literature by being the first to examine the effects of negative feedback on all forms of regulation, and is the first to use goal orientation and social dominance orientation as moderators of the negative feedback – regulation relationship. Further, this study demonstrated the positive motivational effects of giving positive feedback as well as setting mastery prove based goals.

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This diploma thesis concentrates on the analysis of personal work in the retail company AHOLD Czech Republic, a.s. with focus on areas of appraisal and development of its employees. In the first part I describe the theoretical overview on used methods when evaluating employees, which I later apply to the company. I also offer possible innovation of this system. The second part is focused on development, methods of learning and implementation of talent management within AHOLD Czech Republic, a.s.