All terrain vehicles (ATVs) are a popular source of recreation. For some rural adolescents, ATVs are frequently used for agricultural work. Whether for work or recreation, many adolescents operate ATVs improperly either from a lack of knowledge, poor judgment or they engage in risky behaviors resulting in injuries and fatalities. The Kentucky Department of Agriculture (KDA) has devoted resources to provide ATV safety programs to educate adolescents statewide. However, there are no known studies evaluating the effectiveness of this KDA intervention. Therefore, a pilot study was proposed to determine the effectiveness of The KDA ATV safety program in improving ATV safety knowledge, attitudes and behaviors of adolescents ages 12 to 18. Following HSRB approval, a pre-experimental one group, pre-test, post-test design pilot study was conducted. A convenience sample (n=18) was drawn from adolescents registered to attend an ATV safety program provided by the KDA. The study was conducted in a south central Kentucky city. Haddon’s Matrix was used as the theoretical framework using the dual axis approach to injury prevention and injury control. On one axis are the host, the agent and the environment. In this study the host is the adolescent ATV driver, and the agent is the all-terrain vehicle. The environment includes the terrain, applicable ATV laws and societal attitudes toward ATV safety. On the second axis are the pre-event, event and post-event phases. Haddon’s Matrix is a process mechanism in which opportunities to reduce ATV related injuries and fatalities can be identified. It is believed that knowledge, attitudes and behaviors regarding ATV safety can be positively influenced through effective educational strategies, ATV engineering design changes and ATV law enforcement issues as identified through the use of Haddon’s Matrix. Descriptive statistics and paired t-tests were used to analyze the data. The analysis revealed no statistically significant changes in adolescent knowledge following the intervention. However, there were statistically significant improvements in ATV related safety attitudes and behaviors. In conclusion, efforts should continue to prevent ATV-related injuries and fatalities via educational strategies to change behaviors and attitudes regarding ATV safety in communities and individuals. Implications include the need for further research to determine best practice ATV educational strategies that create positive change.

The study involves an assessment of the effectiveness of Employment Equity Act, 55 of 1998 (EEA) in the South African public service, with specific reference to the Department of Agriculture (DoA) and problems the DoA encounters in realising the main objectives of the abovementioned Act. The research comprises both normative and empirical aspects of the EEA in the public service (specifically DoA). Employment Equity Act (Act 55 of 1998), in the agriculture sector has produced mixed results. There is a perception that the number of women in middle and senior management positions has slightly improved, as appears in the DoA organisational chart. Others perceive the Act as flawed in its design and implementation, due to the fact that the number of disabled employees in the middle and senior management levels is hardly visible on the organisational chart. The purpose of this research is to ascertain whether the DoA has been able to meet or implement the dictates of the EEA. Mostly, this research aims to look at ways in which the EEA can best be implemented, so that it functions as effectively as possible and to ensure that the Act yields the desired results. The fact that the DoA has not managed to reach the EEA target to employ disabled and women (though the number of women in senior positions has slightly improved) to senior positions, necessitates the need of this study. And mostly by the fact that EEA plays a pivotal role in ensuring equity in the DoA, which has in the past been perceived by some as the one dominated by a certain racial group. The specific objectives of this study are: <ul> <li>To explore difficulties that adversely impact on the effectiveness of the Employment Equity Act, 55 of 1998 in Department of Agriculture especially with regards to disabled officials.</li> <li>To determine if there is a disparity in the views of management and employees (both able-bodies and disabled employees) with regard to the effectiveness of Employment Equity Act, 55 of 1998 and problems experienced.</li> <li>To established levels of satisfaction of employees (designated groups)with the Employment Equity Act, 55 of 1998 and employees within the work environment.</li> </ul> This study will also make use of qualitative and quantitative research methods. Both Primary and Secondary research will be conducted to obtain the information needed to meet the objectives of the research. This research is important for the DoA because, the issue of EEA and other related issues such as Affirmative Action (AA) have been a thorny issue to others, while others embrace it. The importance of this research is further exacerbated by the fact that it sets forth a clear picture of the impact the Act in question made in its quest to ensure equity in the workplace. In summary this study attempts to shed some light on the effectiveness of EEA and to determine whether the desired effects of EEA have been achieved by the DoA. / Dissertation (MAdmin)--University of Pretoria, 2010. / School of Public Management and Administration (SPMA) / unrestricted

Thesis (MPA)--University of Stellenbosch, 2011. / ENGLISH ABSTRACT: The research study assessed records management practices in the Limpopo Department of Agriculture (LDA), with the focus being on human resources records. Human resources records management practices were assessed in four key performance areas, namely: policy and regulatory framework, storage requirements, integrity of paper-based and electronic records, and efficiency and effectiveness of the registry system. The assessment tool, as prescribed in the Best Practice Model for Keeping and Managing Paper-Based Employee Records, was used. Research findings showed that LDA's performance in terms of records management practices do not comply with the set policies and regulatory framework and that the storage conditions are insecure. Research findings were evaluated and possible strategies for improving the management of human resources records are recommended. The adoption of awareness campaigns for staff, a coordinated training programme as well as the provision of support of top management, are some of the strategies recommended. / AFRIKAANSE OPSOMMING: In hierdie navorsingstudie is rekords van bestuurpraktyke in die Limpopo Departement van Landbou (LDL) geassesseer, met die fokus op menslikehulpbronrekords. Die menslikehulpbronrekords is geassesseer op grond van vier kernprestasie-areas, naamlik die beleids- en regulatoriese raamwerk, bergingsvereistes, integriteit van papiergebaseerde en elektroniese rekords, en doeltreffendheid en effektiwiteit van die registerstelsel. Die assesseringstelsel soos voorgeskryf deur die Best Practice Model for Keeping and Managing Paper-Based Employee Records is gebruik. Navorsingsbevindings het getoon dat die LDL se prestasie ten opsigte van rekordbestuurpraktyke nie voldoen aan beleide nie en dat ‟n regulatoriese raamwerk en veilige bergingstoestande nie bestaan nie. Navorsingsbevindings is geëvalueer en moontlike strategieë om die bestuur van menslikehulpbronrekords te verbeter, is aanbeveel. Die ingebruikneming van bewusmakingsveldtogte vir personeel, 'n gekoördineerde opleidingsprogrm en ook die verskaffing van steun deur topbestuur is van die strategieë wat aanbeveel word.

Magister Administrationis - Madmin / The Batho Pele principles can be seen as a tool to help transform the South African public sector by making it more responsive to the needs of its citizens. The White Paper on the Transformation of the Public Service strives to enhance service delivery to all South Africans (Taylor,2007).The role of the Batho Pele principles is to improve service delivery within the public sector and to assist with the transformation of a public sector that is more effective and people centred. However, if these principles are ignored, it will lead to a public sector that only caters to the needs of the middle class and higher-income groups, thus leaving the lowerincome citizens with a substandard of service delivery. Batho Pele means to put the people first; however, that can only take place if these principles are implemented correctly and continuously and their successes and challenges monitored and addressed (RSA, 1997b). If the people are not valued, it will lead to a scenario where citizens lose trust in government. This in turn, could lead to a decrease in active public participation. By not engaging and consulting with the people, government will not adhere to the very first of the Batho Pele principles. Service delivery to all citizens and a responsive public sector are yet to be achieved (Taylor, 2007. Matas argues that the South African public sector lacks effectiveness and efficiency and as a result of this, unequal service delivery is experienced by millions of South Africans (Matas, 1994. The main research objective of this study is to examine the implementation process of the Batho Pele principles through the case of the Western Cape Department of Agriculture, Forestry and Fisheries (DAFF) and how it influences its interactions with relevant clients/citizens. The reason why this department was selected was due to the fact that this department within the Western Cape was solely responsible for assisting wine farm owners across the country with the necessary submissions of wine samples and scientific laboratory reports. This process facilitates the testing, approval and marketing of the wines produced.

Orientador: Mara Regina Martins Jacomeli / Dissertação (mestrado) - Universidade Estadual de Campinas, Faculdade de Educação / Made available in DSpace on 2018-08-19T09:13:12Z (GMT). No. of bitstreams: 1 Molina_RodrigoSarruge_M.pdf: 3128728 bytes, checksum: 4f49948f7b38c30deddf62dcc1d23134 (MD5) Previous issue date: 2011 / Resumo: Esta pesquisa tem como objeto a História da atual Escola Superior de Agricultura "Luiz de Queiroz que fica localizada na cidade de Piracicaba-SP e desde 1934 faz parte da Universidade de São Paulo. Esta instituição foi inaugurada oficialmente em 1901 pela Secretaria da Agricultura para funcionar como curso secundário em agronomia prática. O estudo atentou-se para dois períodos, a primeira parte (1881-1901) será correspondente a investigação dos projetos políticos e pedagógicos da fase preliminar de construção dessa instituição. A segunda parte será o período entre 1901 a 1904, onde estes projetos se tornaram práticas reais com a inauguração da escola e quando ocorreu a formatura da primeira turma de agrônomos práticos da História do Estado de São Paulo. No entanto, algo parecia dar errado, a escola foi ameaçada de ser fechada, fenômeno que se concretizou na maior parte das escolas agrícola do Brasil na Primeira República. / Abstract: This research focuses the history of the current College of Agriculture "Luiz de Queiroz which is located in the city of Piracicaba-SP, and since 1934 part of the University of São Paulo. This institution was officially inaugurated in 1901 by Secretary of Agriculture to act as a high school in agronomy practice. The study attempted to two periods, the first part (1881-1901) will correspond to research projects and educational policy of the preliminary phase of construction of that institution. The second part will be the period where these projects have become real practices with the opening of school in 1901 until 1903 when there was the graduation of the first class of practical agronomic history of the State of São Paulo. However, something seemed to go wrong, the school was threatened to be closed, a phenomenon which has resulted in most of Brazil's agricultural schools in the First Republic. / Mestrado / Filosofia e História da Educação / Mestre em Educação

Thesis (M.Sc. (Agricultural Management)) -- University of Limpopo, 2020 / The aim of this study was to investigate the role of Information Communication Technology tools in facilitating development within Community-Based Farming Projects (CBFPs) served by Mankweng Service Centre (MSC). The objectives of the study were to identify various ICT tools through which farmers get agricultural information, to determine the types of ICT-based agricultural information preferred by farmers in Mankweng, to examine the factors influencing use of ICTs by farmers in Mankweng and also to identify the challenges encountered by Mankweng farmers in their use of ICT. The study was cross-sectional in design and included 102 farmers from the Community-Based Farming Projects in Mankweng Service Centre as participants. Participants were selected using multi-stage sampling of combined cluster and systematic random sampling. Quantitative data was collected from participants using a structured questionnaire under the supervision of the researcher. Descriptive and inferential methods of analysis were employed. Data was summarised using frequency distribution of variables followed by measures of central tendency, measures of variance, and relationship of variables. Summary of findings was presented in the form of tables, figures and frequencies. Univariate regression model was used to analyse factors influencing use of ICT amongst farmers. The findings of the study show that majority (64%) of the farmers were women and (36%) of the farmers were men. Majority of the farmers (56%) were less than 50 years of age with 79% of the farmers having no tertiary education. The results of this study also revealed that the demographics of the participants were not the critical determinant factors in ICT usage (p>0.2) amongst farmers. The level of education farmers acquired was rather a very important predictor of the utilization of the ICT tools available to the farmers. The study revealed cell phones to be the most commonly used ICT device followed by Radio and TV. The study revealed that the affordability of ICT devices is the main challenge which ultimately limits access. Based on these findings, the study recommends that the Limpopo Department of Agriculture (LDoA) should make a provision of informal education sessions for farmers on the use of ICT devices, and ICT infrastructure and smart phones. In addition, the study recommends advocacy for more agricultural programmes through affordable platforms like TV and community radio stations media. Keywords: ICT tools, Education, CBFPs, MSC, LDA, Farmers

This research examined the problem of poor retention of employees with scarce skills in the Limpopo Department of Agriculture. Employees with scarce skills were selected to participate in the research which focused on recruitment, selection and retention. Recruitment, selection and retention of line employees with valued skills are a major crises facing many institutions. The problem of poor retention and turnover of line employees with scarce skills has far reaching consequences in that dissatisfaction with working conditions causes additional turnover. To some extent, the Department can control the turnover rate of its employees with scarce skills. The research assessed recruitment, selection and retention of line employees with scarce skills in the Limpopo Department of Agriculture. The research concentrated on the reasons for poor retention of line employees with scarce skills, the extent of turnover of employees with scarce skills, what process do the Limpopo Department of Agriculture follow in filling vacant post and what interventions and measures do the Department undertakes to ensure compliance to the recruitment policy. A questionnaire was used to collect data from managers and line employees with scarce skills. A hundred (100) questionnaires were distributed and 67 were returned. The findings revealed that Limpopo Department of Agriculture can do more in retaining its valued line employees (those with scarce skills). The challenge of scarce skills in the Department is compounded by the high demand of for instance engineers, state veterinarians and researchers in South Africa. There is a war on scarce skills in South Africa, Generation Y needs resources, better working conditions and a better salary to be retained. The research findings were evaluated and possible strategies for improving recruitment, selection and retention of line employees with scarce skills are recommended. The Department should design a career progression path policy. This would assist in retaining scarce skills in the public sector. / Public Administration and Management / M.A. (Public Administration)

The aim of this research was to understand the main factors that explain turnover and retention at DOA Ukhahlamba District and to recommend to the District and Provincial management the appropriate strategy for retaining staff. To be able to achieve this aim, the following research objectives have been visited, namely: a) turnover trends, b) analysis of primary and external turnover factors and c) primarily retention factors. Data for analysing turnover trends was collected from the 2004 to 2007 DPSA and DOA annual reports. Primary data on labour turnover and retention factors was collected from 41 employees across different sections at DOA Ukhahlamba District by means of a questionnaire survey. The data was analysed using statistical methods, including frequency distribution, chi-square test and Pearson product-moment correlation. The findings have revealed that there is no clear pattern of turnover trends at DOA and DPSA, and DOA percentage turnover figures are low in comparison with those of the DPSA. In terms of organizational-specific factors, the top three primary turnover factors were identified, namely: a) communication within the organisation, b) leadership and the organisation and participation in decision making. The research results further revealed that communication within the organization had a significant impact with regard to race, but division, location, and grades did not. With regard to the external factors, research results identified the following most important external labour turnover factors arranged according to their importance, namely: lack of availability and quality of health care services and infrastructural development; lack of available sport and recreation facilities; crime in the area and people living in the neighbourhood; lack of educational opportunities available for the family, and geographic location of place of employment. The findings further revealed the top three retention factors, were strongly significantly correlated to each other, namely: resource availability, use of discretion in handling customer complaints, and the impact of the job on society. These are positively related to intention to stay. The implications these results to the management would require the review of the organisational Human Resource Management Policy and the introduction of Attraction and Retention Policy because at present its is non existence at DOA Eastern Cape. Research limitations: the study did not fully explore ethnicity when analysing the communication within the organisation as a labour turnover factor despite having an organisation that is diverse in nature, future academic research should focus more on labour turnover at management level and moderating variables to external labour turnover factors as there is little research done in this area. The factors identified for labour turnover and retention should be treated with caution as it may not be applicable to all sector Departments in the Eastern Cape and may be limited to Ukhahlamba District due to its geographic location. This study will contribute to the body of knowledge as it will serve as a guide to Eastern Cape DOA and other sector Departments in choosing factors to consider when designing their retention strategy in order to reduce labour turnover. To the academic researchers, the first three primary retention factors identified in the survey have not been seen before, grouped and rated amongst the top three retention factors which therefore means that the management support becomes more important than looking more on salary package as the first priority factor as revealed by most of the research literature consulted (Gustafson, 2002; Mobley, 1982; Mobley, 1979; Herzberg, 2003). This shows that labour turnover and retention factors will not be the same to all organisations, the location of the business and surrounding environment should be considered carefully when designing the appropriate policy and retention strategy of the organisation.

This research examined the problem of poor retention of employees with scarce skills in the Limpopo Department of Agriculture. Employees with scarce skills were selected to participate in the research which focused on recruitment, selection and retention. Recruitment, selection and retention of line employees with valued skills are a major crises facing many institutions. The problem of poor retention and turnover of line employees with scarce skills has far reaching consequences in that dissatisfaction with working conditions causes additional turnover. To some extent, the Department can control the turnover rate of its employees with scarce skills. The research assessed recruitment, selection and retention of line employees with scarce skills in the Limpopo Department of Agriculture. The research concentrated on the reasons for poor retention of line employees with scarce skills, the extent of turnover of employees with scarce skills, what process do the Limpopo Department of Agriculture follow in filling vacant post and what interventions and measures do the Department undertakes to ensure compliance to the recruitment policy. A questionnaire was used to collect data from managers and line employees with scarce skills. A hundred (100) questionnaires were distributed and 67 were returned. The findings revealed that Limpopo Department of Agriculture can do more in retaining its valued line employees (those with scarce skills). The challenge of scarce skills in the Department is compounded by the high demand of for instance engineers, state veterinarians and researchers in South Africa. There is a war on scarce skills in South Africa, Generation Y needs resources, better working conditions and a better salary to be retained. The research findings were evaluated and possible strategies for improving recruitment, selection and retention of line employees with scarce skills are recommended. The Department should design a career progression path policy. This would assist in retaining scarce skills in the public sector. / Public Administration and Management / M.A. (Public Administration)

As a national key priority programme, land reform acts as a driving force for rural development and building the economy of the country. In order for land reform to contribute to sustainable livelihoods for land reform beneficiaries, it must be supported by diversified programmes of pre- and post-settlement support of agrarian reform in a non-centralised and non-bureaucratic manner. Post-settlement support in the context of South African land reform refers to post-transfer support or settlement support given to land reform beneficiaries after they have received land. Support services, or complementary development support, as specified in the White Paper of the South African Land Policy of 1996, include assistance with productive and sustainable land use, agricultural extension services support, infrastructural support, access to markets and credit facilities, and agricultural production inputs. Government’s mandate is, however, not only restricted to the redistribution of land or making land more accessible. It is also responsible for empowering beneficiaries and for creating an effective support foundation to ensure that sustainable development takes place, specifically in the rural areas of the country. In practice, sustainable development entails that, for land reform to be successful, the quality of life of beneficiaries must improve substantially and the acquired land must be utilised to its full commercial potential, after resettlement on claimed land has occurred. Therefore, an effective post-settlement support strategy and model must be set in place. The Department of Rural Development and Land Reform (DRDLR) and the Department of Agriculture, Rural Development and Land Administration (DARDLA) are the key departments that have been mandated to implement the Land Reform Programme (LRP). DRDLR is responsible for facilitation of the land acquisition (pre-settlement support) and DARDLA for post-settlement support, ensuring that the land or farms that have been delivered or acquired by land beneficiaries are economically viable. Without post-settlement support, land reform will not yield to sustainable development and nor improve the quality of life of rural people. There is, however, little or no evidence to suggest that land reform has led to improved efficiency, improvement of livelihoods, job creation or economic growth. Against this background, the study investigated and unlocked the key challenges related to the post-settlement support of the LRP, with emphasis on the agricultural support programmes rendered by the DARDLA in Mpumalanga Province to land reform beneficiaries. It further examined how such support impacts on the sustainability of the LRP, and made recommendations to the management of the Department on what could be done to further improve post-settlement support to land reform projects towards achieving the objective of sustainable development. / M Public Administration, North-West University, Potchefstroom Campus, 2014