Prior to 1994, the South African Health Department was characterised by a fragmented health care system, which was largely curative and hospital based, with services planned and managed without community involvement and participation. The government, through the establishment of a district health system, integrated the health services with the aim of overcoming the fragmentation, and providing integrated comprehensive health care services that are equitable, accessible, efficient and effective. The integration of health services in Gauteng, meant the devolution of primary health care services from the provincial health department to the local authority health department, because the local authority services are nearer and accountable to the community. The process of integration of health services also meant the closing down of provincial clinics and transferring of provincial authority nurses to the local authority clinics. The transfer process impacted negatively on staff morale and on the resources available for health care delivery to the communities. It is against this background that the researcher decided to investigate the integration process. The researcher then conducted focus group interviews with the local authority nurses, provincial authority nurses and the district management team as these nurses's immediate supervisors. The results revealed that the local and provincial authority nurses were integrated without proper consultation and as a result integration was rejected. The following themes emerged from the results as negative perceptions and obstacles towards integration: lack of consultation, disparities in conditions of service and resistance to change. Positive perceptions also emerged from the results as strategies to improve the integration, and these strategies were used to develop guidelines to operationalise the model. It is envisaged that the proposed model will serve as a theoretical framework for nurse managers from both spheres of government, local and provincial to improve the integration of nurses through proper consultation, and involvement of nurses in the process affecting them. It is further envisaged that the model will serve as guideline to introduce changes within the district health system with more understanding and acceptance by nurses affected. Health care managers will find the model useful to overcome disparities in conditions of service among nurses and, in turn this may boost the moral of nurses and lead to successful integration of provincial and local authority nurses. / Health Studies / D.Litt. et Phil (Health Studies)

Prior to 1994, the South African Health Department was characterised by a fragmented health care system, which was largely curative and hospital based, with services planned and managed without community involvement and participation. The government, through the establishment of a district health system, integrated the health services with the aim of overcoming the fragmentation, and providing integrated comprehensive health care services that are equitable, accessible, efficient and effective. The integration of health services in Gauteng, meant the devolution of primary health care services from the provincial health department to the local authority health department, because the local authority services are nearer and accountable to the community. The process of integration of health services also meant the closing down of provincial clinics and transferring of provincial authority nurses to the local authority clinics. The transfer process impacted negatively on staff morale and on the resources available for health care delivery to the communities. It is against this background that the researcher decided to investigate the integration process. The researcher then conducted focus group interviews with the local authority nurses, provincial authority nurses and the district management team as these nurses's immediate supervisors. The results revealed that the local and provincial authority nurses were integrated without proper consultation and as a result integration was rejected. The following themes emerged from the results as negative perceptions and obstacles towards integration: lack of consultation, disparities in conditions of service and resistance to change. Positive perceptions also emerged from the results as strategies to improve the integration, and these strategies were used to develop guidelines to operationalise the model. It is envisaged that the proposed model will serve as a theoretical framework for nurse managers from both spheres of government, local and provincial to improve the integration of nurses through proper consultation, and involvement of nurses in the process affecting them. It is further envisaged that the model will serve as guideline to introduce changes within the district health system with more understanding and acceptance by nurses affected. Health care managers will find the model useful to overcome disparities in conditions of service among nurses and, in turn this may boost the moral of nurses and lead to successful integration of provincial and local authority nurses. / Health Studies / D.Litt. et Phil (Health Studies)

The observed high turnover of nursing staff in some public hospitals in Luanda was assumed to give rise to staff shortages, resulting in work overload for the remaining nurses and poor service delivery. The aim of this study was to determine the reasons for the high turnover of nurses in public hospitals in the city of Luanda, and to determine the actual turnover over a two-year period. The researcher adopted a quantitative approach with an exploratory and descriptive design, using a questionnaire for data collection from a sample of 100 respondents consisting of the Directors of Nursing, Directors of Human Resources and Heads of Departments (ward/units) in seven public hospitals. The study found that the most common reasons for the resignation of nurses were retirement, ill health, and better remuneration and working conditions elsewhere. Lack of motivation could be ascribed to the perceived low remuneration, insufficient supplies and equipment, being overworked due to staff shortages, unsafe working environment and poor conditions of service. Recommendations were made to tackle these issues. It was however not possible to determine the actual extent of nurses resigning from the public hospitals. / Health Studies / M.A. (Health Studies)

The observed high turnover of nursing staff in some public hospitals in Luanda was assumed to give rise to staff shortages, resulting in work overload for the remaining nurses and poor service delivery. The aim of this study was to determine the reasons for the high turnover of nurses in public hospitals in the city of Luanda, and to determine the actual turnover over a two-year period. The researcher adopted a quantitative approach with an exploratory and descriptive design, using a questionnaire for data collection from a sample of 100 respondents consisting of the Directors of Nursing, Directors of Human Resources and Heads of Departments (ward/units) in seven public hospitals. The study found that the most common reasons for the resignation of nurses were retirement, ill health, and better remuneration and working conditions elsewhere. Lack of motivation could be ascribed to the perceived low remuneration, insufficient supplies and equipment, being overworked due to staff shortages, unsafe working environment and poor conditions of service. Recommendations were made to tackle these issues. It was however not possible to determine the actual extent of nurses resigning from the public hospitals. / Health Studies / M.A. (Health Studies)

This dissertation describes the fundamentals of functioning of the service provision within the Community and functioning of these mechanisms in the chosen EU countries (Belgium, Estonia, Germany, Austria, Great Britain) and in the chosen fields (building, telecommunications, IT, consultancy services, tourism, repairing and maintenance services, financial services and others). The work is divided into two parts. The first one (the chapters 1- 4) deals with the fundamental principles of the service provision within the Community -- free movement of goods, persons, capital and services, freedom of cross-border delivery of services and its temporary criteria, specific requirements of some countries -- interim periods for free movement of persons and services, self-employed persons, recognition of professional qualifications, social and health insurance and taxes, solving problems of the internal market within the Community in the system of SOLVIT, Czech Business Representation in Brussels CEBRE. In the second part (chapter 5) are applied the principles of functioning of these mechanisms on the internal market in the chosen countries of the Community. The work serves as information material, data collector and practice advisor in one place giving useful sources where to find detailed information on these problems.

This thesis studies the development of the Royal Australian Navy (RAN), during the period 1911 to 1952 from the perspective of the men of the lower deck, the RAN ratings. The early RAN was modelled very closely on the Royal Navy (RN), but the expectations of its managers and administrators, imbued as they were with the culture and tradition of the RN, were not easily compatible with the character of the Australians who became the RAN???s ratings. The class distinction which functioned in the RN, when applied to the more egalitarian Australians caused ill-feeling and led to the breakdown of discipline. The Australian Commonwealth Naval Board strongly resisted attempts by the Australian Government and the Australian people to regulate its affairs, a situation which seriously disadvantaged the RAN ratings and their families. In the wider context a continuing refusal by both the British Admiralty and the senior officers of the RAN to allow the development of a truly national navy led to significant manpower problems. This both inhibited the establishment of a navy for Australia and denied that navy full use of the unique attributes of the Australian rating.

This thesis studies the development of the Royal Australian Navy (RAN), during the period 1911 to 1952 from the perspective of the men of the lower deck, the RAN ratings. The early RAN was modelled very closely on the Royal Navy (RN), but the expectations of its managers and administrators, imbued as they were with the culture and tradition of the RN, were not easily compatible with the character of the Australians who became the RAN???s ratings. The class distinction which functioned in the RN, when applied to the more egalitarian Australians caused ill-feeling and led to the breakdown of discipline. The Australian Commonwealth Naval Board strongly resisted attempts by the Australian Government and the Australian people to regulate its affairs, a situation which seriously disadvantaged the RAN ratings and their families. In the wider context a continuing refusal by both the British Admiralty and the senior officers of the RAN to allow the development of a truly national navy led to significant manpower problems. This both inhibited the establishment of a navy for Australia and denied that navy full use of the unique attributes of the Australian rating.

Text in Afrikaans, summary in Afrikaans and English / Die navorsingsondersoek is toegespits op arbeidsverhoudinge in die opvoedingspraktyk van die Republiek van Suid-Afrika. Arbeidsregsterme is aan die lig gebring wat onderwysers sal moet ken. Enkele menseregte en daarvan afgeleide regte van onderwysers word bespreek. Die diensverhouding tussen die onderwyser en sy werkgewer met betrekking tot individuele en kollektiewe verhoudinge, word bespreek. Arbeidsverhoudinge is onlosmaaklik van die juridiese en daarom word na verskeie regsaspekte, soos die dienskontrak van openbare en onafhanklike skole verwys. Raakpunte ten opsigte van wetgewing en hofsake voortspruitend daaruit, word aangedui. Implikasies van stakings deur onderwysers ingevolge arbeidswetgewing en hoe dit onderwysers se professionalisme raak, word deurgaans bespreek. Arbeidswetgewing reel die verhouding tussen werknemer en werkgewer. Wanneer die werknemer-werkgewer-verhouding vertroebel word, kan geskille besleg word deur middele soos arbitrasie en versoening. Huidige onderwysvakbonde het verteenwoordiging op die Raad vir Arbeidsverhoudinge in die Onderwys (RAVO) wat op 'n kollektiewe basis namens onderwysers beding. Onderwysers by onafhanklike skole (privaatskole) kan egter individueel beter beding vir byvoorbeeld diensvoorwaardes. Verskeie sagte vakbonde en harde vakbonde bestaan vir die onderwys. Redes waarom onderwysers by vakbonde aansluit word aangedui. Daar is eerstens die behoefte aan 'n bestaanswaardige salaris om basiese behoeftes te bevredig; tweedens om die sekuriteit van reels en prosedures wat fisiese veiligheid in die werkplek bevorder, te kan ervaar; derdens om deur vakbondlidmaatskap 'n spreekbuis te he waardeur 'n gemeenskaplike gevoel van magteloosheid teenoor die oorheersing van bestuur en eienaarskap (van die staat of provinsiale owerheid) uitgedruk kan word. Vierdens is daar 'n behoefte aan betekenisvolle werk wat uitdagings en werkbevrediging bied. Vyfdens word 'n ondersteuningsl iggaam verlang in geskille wat kan ontstaan as gevolg van 'n behoefte aan werksekerheid, veral om waarborge teen arbitrere ontslag te verseker. Laastens kan die bevordering van politieke oogmerke moontlik deur 'n vakbond se voorspraak bereik word. Arbeidsverhoudinge in die onderwys verander voortdurend met nuwe wetgewing. Die werknemer-werkgewer-verhouding moet deeglik geken word in die veranderende omstandighede in die Republiek van SuidAfrika ten opsigte van wetgewing en die bepaling van regte en verpligtinge van al die belanghebbende partye. Kennis van arbeidsverhoudinge in die onderwys sal hopelik tot beter begrip van arbeidsverhoudings in die onderwysstelsel lei. / This research focused on labour relations in education practice in the Republic of South Africa. Legal terms concerning labour relations are brought to the attention of teachers. Some human rights and subsequent rights of teachers, as well as labour relations between teacher and employer, both individual and collective, are discussed. Labour relations are connected to laws, therefore various legal aspects such as the service contract of teachers employed at public and independent schools are discussed. Connections with existing laws and relevant lawsuits are discussed. Legal implications of strikes by teachers and the effect on their professionalism are dealt with throughout. Labour laws regulate the relations between employer and employee. When these relations are troubled, differences can be resolved by arbitration and reconciliation. Existing teacher unions are represented in the Education Labour Relations Council (ELRC) that acts collectively on behalf of teachers. However, teachers at independent schools (private schools) are in a more favourable position to negotiate more easily for better conditions of service. Various "soft" and "hard" unions exist in education. Reasons for desiring membership of labour unions are given. Firstly, there is a need to negotiate a reasonable salary to provide for basic needs; secondly, to experience security of rules and procedures ensuring physical safety in the work-place; thirdly, through membership to have a voice to express a shared feeling of helplessness against the domination of governance and ownership (of the state or provincial governments). Fourthly, there is the need for meaningful, challenging and satisfying work. Fifthly, support is necessary in settling differences arising from a need to experience job-security and to counteract arbitrary dismissal. Lastly, political goals might be attainable through a voice provided by the unions. Labour relations in education change continually, subject to new laws. The employer-employee relation should be mastered in changing circumstances in the Republic of South Africa in accordance with new laws and degrees of the rights and responsibilities of all parties concerned. Knowledge of labour relations in education will hopefully ensure better professional relations in education generally. / Educational Studies / D. Ed. (Philosophy of Education)

Text in Afrikaans, summary in Afrikaans and English / Die navorsingsondersoek is toegespits op arbeidsverhoudinge in die opvoedingspraktyk van die Republiek van Suid-Afrika. Arbeidsregsterme is aan die lig gebring wat onderwysers sal moet ken. Enkele menseregte en daarvan afgeleide regte van onderwysers word bespreek. Die diensverhouding tussen die onderwyser en sy werkgewer met betrekking tot individuele en kollektiewe verhoudinge, word bespreek. Arbeidsverhoudinge is onlosmaaklik van die juridiese en daarom word na verskeie regsaspekte, soos die dienskontrak van openbare en onafhanklike skole verwys. Raakpunte ten opsigte van wetgewing en hofsake voortspruitend daaruit, word aangedui. Implikasies van stakings deur onderwysers ingevolge arbeidswetgewing en hoe dit onderwysers se professionalisme raak, word deurgaans bespreek. Arbeidswetgewing reel die verhouding tussen werknemer en werkgewer. Wanneer die werknemer-werkgewer-verhouding vertroebel word, kan geskille besleg word deur middele soos arbitrasie en versoening. Huidige onderwysvakbonde het verteenwoordiging op die Raad vir Arbeidsverhoudinge in die Onderwys (RAVO) wat op 'n kollektiewe basis namens onderwysers beding. Onderwysers by onafhanklike skole (privaatskole) kan egter individueel beter beding vir byvoorbeeld diensvoorwaardes. Verskeie sagte vakbonde en harde vakbonde bestaan vir die onderwys. Redes waarom onderwysers by vakbonde aansluit word aangedui. Daar is eerstens die behoefte aan 'n bestaanswaardige salaris om basiese behoeftes te bevredig; tweedens om die sekuriteit van reels en prosedures wat fisiese veiligheid in die werkplek bevorder, te kan ervaar; derdens om deur vakbondlidmaatskap 'n spreekbuis te he waardeur 'n gemeenskaplike gevoel van magteloosheid teenoor die oorheersing van bestuur en eienaarskap (van die staat of provinsiale owerheid) uitgedruk kan word. Vierdens is daar 'n behoefte aan betekenisvolle werk wat uitdagings en werkbevrediging bied. Vyfdens word 'n ondersteuningsl iggaam verlang in geskille wat kan ontstaan as gevolg van 'n behoefte aan werksekerheid, veral om waarborge teen arbitrere ontslag te verseker. Laastens kan die bevordering van politieke oogmerke moontlik deur 'n vakbond se voorspraak bereik word. Arbeidsverhoudinge in die onderwys verander voortdurend met nuwe wetgewing. Die werknemer-werkgewer-verhouding moet deeglik geken word in die veranderende omstandighede in die Republiek van SuidAfrika ten opsigte van wetgewing en die bepaling van regte en verpligtinge van al die belanghebbende partye. Kennis van arbeidsverhoudinge in die onderwys sal hopelik tot beter begrip van arbeidsverhoudings in die onderwysstelsel lei. / This research focused on labour relations in education practice in the Republic of South Africa. Legal terms concerning labour relations are brought to the attention of teachers. Some human rights and subsequent rights of teachers, as well as labour relations between teacher and employer, both individual and collective, are discussed. Labour relations are connected to laws, therefore various legal aspects such as the service contract of teachers employed at public and independent schools are discussed. Connections with existing laws and relevant lawsuits are discussed. Legal implications of strikes by teachers and the effect on their professionalism are dealt with throughout. Labour laws regulate the relations between employer and employee. When these relations are troubled, differences can be resolved by arbitration and reconciliation. Existing teacher unions are represented in the Education Labour Relations Council (ELRC) that acts collectively on behalf of teachers. However, teachers at independent schools (private schools) are in a more favourable position to negotiate more easily for better conditions of service. Various "soft" and "hard" unions exist in education. Reasons for desiring membership of labour unions are given. Firstly, there is a need to negotiate a reasonable salary to provide for basic needs; secondly, to experience security of rules and procedures ensuring physical safety in the work-place; thirdly, through membership to have a voice to express a shared feeling of helplessness against the domination of governance and ownership (of the state or provincial governments). Fourthly, there is the need for meaningful, challenging and satisfying work. Fifthly, support is necessary in settling differences arising from a need to experience job-security and to counteract arbitrary dismissal. Lastly, political goals might be attainable through a voice provided by the unions. Labour relations in education change continually, subject to new laws. The employer-employee relation should be mastered in changing circumstances in the Republic of South Africa in accordance with new laws and degrees of the rights and responsibilities of all parties concerned. Knowledge of labour relations in education will hopefully ensure better professional relations in education generally. / Educational Studies / D. Ed. (Philosophy of Education)

Job satisfaction is one of the key antecedents to organizational performance, growth and survival. The attitude employees have towards their work significantly affects employees and organizational performance. The main objective of this study was to develop a job satisfaction model for organizational performance in armed conflict societies. The study examined how the effects of armed conflicts affect job satisfaction among workers working in armed conflict societies. A concurrent triangulation mixed approach, that is a mixture of qualitative and quantitative was employed to establish the relationship between the effects of armed conflicts and job satisfaction. The study population comprised 13 organisations drawn from Tete province. Quantitative data was collected using questionnaires from 200 respondents while qualitative data was gathered from 20 participants using an interview schedule. The Statistical Package for Social Scientists (SPSS) and thematic data analysis methods were used to analyse quantitative and qualitative data respectively. The hypotheses were tested using multiple regression analysis, correlational analysis and the t-tests. The study showed that there is a strong correlation between the effects of armed conflict and job satisfaction. The intensity of the war determines the level of job satisfaction among workers working for organisations in armed conflict societies. The study established that job satisfaction in armed conflict societies is also influenced by the destruction of the economic infrastructure, destruction of interpersonal relationships, intercommunity violence, political interference, killings and torture of civilians, deterioration of health and education systems, economic depression and displacement of people. The study further found out that job satisfaction in armed conflict societies negatively affects key organizational performance antecedents such as rate of absenteeism, labour turnover, employee loyalty and commitment, psychological status of employees and health of employees. Job satisfaction in armed conflict societies directly and indirectly affects organizational performance, profitability, value of shares, market share and organizational growth. To minimize the consequences of low job satisfaction on organizational performance, organizations should put in place measures that propel job satisfaction such as providing counselling services, social services and financial and non-financial support. The study concluded that job satisfaction can be increased by any or all of the following strategies:1) flexible work organisation and establishing an effective team, 2) provision of secure staff offices and residences, 3) compensating employees for war related injuries and deaths, 4) provision of better social services, 5) provision of leisure, recreational activities and infrastructure, and 6) provision of counselling platforms. The study contributed to the body of knowledge by developing a job satisfaction model for organizational performance in armed conflict societies. Furthermore, contrary to other researchers whose studies concentrated on job related factors of job satisfaction, this study focused on how the effects of armed conflict influence job satisfaction. / Graduate School of Business Leadership / D. B. L.