Thesis (M.P.A.)--University of Hong Kong, 1999. / Includes bibliographical references (leaves 95-97).

Thesis (M.P.A.)--University of Hong Kong, 1999. / Includes bibliographical references (leaves 95-97). Also available in print.

Thesis (M. Admin.) -- University of Limpopo, 2000 / Refer to document

The purpose of this study was to develop an integrated model for evaluating training and development initiatives used by the Botswana public service. To achieve this goal, the following actions were taken: A literature study was conducted to identify the scope and impact of an effective training and development initiative and its evaluation; A literature study was conducted to identify strategies for evaluating training and development initiatives. The theoretical study focused on effective training and development strategies and their evaluation and critical organisational factors that contribute to successful training evaluation; The findings from the literature study were integrated into a model for evaluating training and development initiatives to be used by the Botswana public service; and  This model was used as the basis for the development of a survey questionnaire to determine whether trainers, training managers and supervisors who were responsible for training and development in the public service agreed with the effective strategies for evaluating training and development developed in the study. The survey was conducted in ministries and departments in the south east district of Botswana, mainly in Gaborone, where ministries and government departments are located. The empirical results from the study showed that the majority of respondents’ training and development activities were not evaluated and that there is no link between training and development and performance management. In particular, disagreements were shown with regard to ten strategies and critical organisational factors. Evaluation of training and development in general, is an issue that organisations are challenged with on a daily basis. Lack of skills by trainers on how to evaluate training and development is one major contributing factor to this problem. An integrated and strategic approach towards the evaluation of training and development is required to effectively and constructively train and development employees according to strategic organisational goals, rather than according to individual trainee’s goals.

This research examined the challenges, decisions, issues, and dilemmas facing the International Community (IC) in attempting to re-establish and rebuild public administration and other government institutions in a country that continues to suffer from instability and remains at high risk of further conflict. The research looks specifically at a subset of Public Administration Reform (PAR): Civil Service and Administrative Reform (CSAR). The research concludes that CSAR in a Fragile and Conflict Affected State (FCAS) such as Afghanistan is clearly a ‘wicked problem’ requiring innovative, iterative and adaptive responses by the IC over an extended time period. However, the IC treats CSAR in Afghanistan as a ‘tame’ problem simply framed in terms of ‘we are coming to build your capacity’, resulting in slow progress on public sector reform overall and little understanding of the relationship with overarching statebuilding and stabilisation objectives. Despite the acknowledgement of the importance of CSAR, IC support has fallen dramatically in recent years. The current approach to supporting CSAR in Afghanistan is therefore almost guaranteed to fail. The research calls for a new approach to PAR in these types of cases, one that recognises the severe limits to progress utilising existing approaches and structures rooted in Western notions of good government. A new approach goes beyond the overwhelming focus on capacity development; emphasises the importance of understanding what space exists for reform; recognises the need to pragmatically confront trade- offs between the competing objectives of reconciling stabilisation imperatives with wider considerations of ‘good governance’; and poses an alternative expanded framework for considering public administration, legitimacy, authority and representation in the government of an FCAS, partly as an organising framework but also as an aid to understanding the complexity of interrelated systems prevalent in an FCAS. The research also concludes that a great deal more independent academic research is required to understand how to make progress in Public Sector Reform (PSR), stabilisation and longer-term development that will help prevent countries slipping back into conflict.

published_or_final_version / Business Administration / Master / Master of Business Administration

No description available.

Thesis (M.Dev.) -- University of Limpopo, 2018. / The study explores the effect of labour relations on workers’ performance in the Limpopo Provincial Department of Social Development. Every organization is required to reach certain standards, goals and targets and this requires employees’ becoming the most determining factor to achieve the organizations’ objective. Organizations are fully aware of the importance of employee performance, increasing employee performance or finding out ways through which high level of employee’s performance can be achieved as one of decisive factors for organizations success. Management’s mission is to get people together to accomplish corporate goals and objectives by using available resources effectively and efficiently. This study aims to identify factors affecting the effectiveness of job performance of the employees in the Limpopo Provincial Department of Social Development. Employee performance can be increased by putting efforts to factor that enhance the employee motivational level, creativity, job satisfaction, and comfort workplace environment. The study also emphasizes on understanding of employee relations practices, its underlying factors, issues and impact on employee performance in the Limpopo Provincial Department of Social Development. The study included qualitative approach, administered questionnaires distributed to employees to explore the existing labour relations practices, its underlying factors, issues and its impact on employee performance, whilst quantitative research approach, face to face interview with labour relations practitioners and managers on issues of development, participation, decision making amongst other things motivation’s. Data was analyzed by using tables, percentages and statistical distribution characterizing how labour relations can alleviate negative impact on performance and strategies to be used to enhance employee performance in the workplace. In the study conducted it revealed that improving the labour relations an organization can improve the performance and productivity of employees. From the research findings the researcher recommended that, strategies motivation, empowerment communication, good working environment among others participation of employees can improve employee performance in the workplace

Thesis (Ph.D.)--University of Delaware, 2006. / Principal faculty advisor: Leslie J. Cooksy, Center for Community Research & Service. Includes bibliographical references.

Thesis (Ph.D.) -- University of Canberra, 2007. / Includes bibliography (p. 238 - 260) Also available online.