Organisational culture is different from the societal culture. However, both cultures share common elements which are values. Any organisation has a culture that is determined by its leadership; nature of business and its operation. However, organisational culture is influenced by its external trends, which are political; environmental; social; technological; legal and economical factors which changes from time to time. These determinants have direct and indirect impact on the organisational culture of the organisation. Organisational culture is powerful influence on organisational behavior of the employees and it has norms that dictate how members of the organisation should behave. Moreover, it has a meaning why members of the organisation should or behave the way they do. There is a greater need of the EAP to understand to organisational culture of the organisation as it has an impact on employees’ wellbeing and the productivity of the organisation. EAP professional should understand the organisational culture and its impact on the members of the organisation should be able to design appropriate interventions to help its members to cope and adapt on the organisational culture. Though organisational cultures differ from one organisation to the other, but organisational culture is essential for the successful operation of the organisation. It is also essential for both successful organisational change and change management; and improving the value of the workforce. The researcher believes that EAP is one of the labour management support system that can be used by organisations to influence the culture of the organisation through its core technologies. These can be proven through the literature review and empirical study testing the degree of the EAP influence on the organisational culture in the National Department of Human Settlements. The premise of this research is based on the exploring the relationship between the EAP and organisational culture as well as the influence of the EAP on the organisational culture in the National Department of Human Settlements. More importantly this study seeks to enquire the EAP and organisational culture and their influence on each other through the following objectives:- <ul> <li> To describe the organisational culture through the literature review;</li> <li> To describe trough he EAP through the literature review;</li> <li> To explore the culture that exists within the National Department of Human Settlements through an empirical study;</li> <li> To explore the relationship and the integration of the EAP on the organisational culture within the National Department of Human Settlements through an empirical study;</li> <li> To formulate conclusion and recommendations regarding the influence of an EAP on the organisational culture of the National Department of Human Settlements; and</li> <li> To develop a guideline to enhance organisational culture through the means of the EAP.</li> </ul> The literature study has shown that EAP has a role on the organisational culture through its core technologies such as: training and development, marketing, case management, consultation with work organisation, networking and monitoring and evaluation. It has been revealed that there is a limited literature the integration of the EAP and the organisational culture. However, through literature review there were common elements between EAP and organisational culture that revealed the relationship between these two concepts. This study has revealed that there is knowledge gap on the integration of the EAP with the organisational culture. On the other hand, it has revealed that there is extensive information regarding organisational culture including its; key features, levels, types, factors contributing towards its formation and its determinants in the organisation. The empirical findings obtained from a sample of employees from the Department of Human Settlements (supervisors, managers and employees) have revealed the core aspect of the study through the quantitative research method. The researcher had applied the quantitative approach, since observations were systematically undertaken in a standardized statistical procedure. Data were presented by means of exact figures gained from precise measurement. This methodology was to explore the degree of the utilization of the EAP in the Department, the type of organisational culture that exist in the Department, the degree of the EAP influence on the organisational culture and the position of the EAP on the organisational culture in the Department. The findings and its analysis revealed that the Department has different organisational cultures and there are dominant cultures as well as the subcultures. They also revealed the degree of the EAP utilization in the Department, the influence of the EAP on different types of organisational culture and the position of the EAP on the organisational culture in the Department. The research conclusions and recommendations served as a basis of developing the guideline to enhance organisational culture through the EAP in the National Department of Human Settlements. These guidelines seek to assist the management of the Department to promote the organisational culture that yields better organisational performance and its productivity, development and empowerment, enhance management support and the entire staff well-being in the Department. “Every human being, created in the image of God, is endowed with a power akin to that of the Creator-individuality, power to think and to do…It is the work of true education to develop this power, to train the youth to be thinkers, and not mere reflectors of other men’s thought.” (Ellen G. White) “Education is the great engine to personal development. It is through education that the daughter of a peasant can become a doctor, that the son of a mine worker can become the head of the mine; that the child of farm workers can become the president of a great nation. It is what we make of what we have, not what we are given, that separates one person from another.” (Nelson Mandela). Copyright / Dissertation (MSW)--University of Pretoria, 2012. / Social Work and Criminology / unrestricted

M.Phil. (Industrial Psychology) / The aim of the study was to explore the managing of employee performance in the Department of Human Settlements (DHS). The study was necessitated by increasing dissatisfaction by the public in general regarding the performance of the DHS. A qualitative study was undertaken and four participants were interviewed. This study was particularly important because the performance of government departments in South Africa continues to fall under scrutiny as pressure for service delivery mounts. Recent studies indicate that public sector performance is a critical issue for governments around the world (Kealesitse, O’Mahony, Lloyd-Walker, Polonsky, 2013) and that an efficient public service in most cases enhances or improves the social conditions of the citizens. Hope (2012) acknowledges that citizens hold high expectations for their government to continuously provide quality and timeous services. Interviews were conducted with respondents at management level. The study established that while problems regarding the performance management of employees are experienced in the DHS, this has not reached a crisis stage. These problems occur due to subjectivity of the role players, vague performance standards in performance contracts, prioritisation of compliance with submission of performance contracts rather than managing the whole process diligently, lack of training of performance moderating committees, and lack of adequate management of poor performance. The researcher has offered recommendations for the management of subjectivity, the content of performance work plans, the referral to the incapacity code, and procedure for addressing poor performance as well as other areas that could enhance the management of poor performance in the DHS.

This thesis is a decolonial feasibility study on the National Department of Housing’s (now National Department of Human Settlement) policy of eradicating informal settlements by 2014. In this thesis I argue that the policy intent of eradicating informal settlements by the proposed date of 2014 cannot be feasible without transcending the structure that produce these informal settlements in the first place. This is why even though we are towards the end of 2014 there is not yet clear evidence that the informal settlements are being eradicated or will be eradicated in the near future. In this dissertation, I argue that informal settlements are a product of a global power structure of coloniality (multiple forms of colonialisms that survive the demise of apartheid) that produces inequalities among human beings including the habitat sphere. I deploy the experience of Mshenguville informal settlement to demonstrate that the experience of informal settlement is just but a marker or sign of inequality among human beings in the age of Western-centred modernity. Thus those in informal settlement are considered to exist on the darker side of modernity as opposed to those in splashy suburb who experience the brighter side of modernity. / Development Studies / M.A. (Development Studies)

This thesis is a decolonial feasibility study on the National Department of Housing’s (now National Department of Human Settlement) policy of eradicating informal settlements by 2014. In this thesis I argue that the policy intent of eradicating informal settlements by the proposed date of 2014 cannot be feasible without transcending the structure that produce these informal settlements in the first place. This is why even though we are towards the end of 2014 there is not yet clear evidence that the informal settlements are being eradicated or will be eradicated in the near future. In this dissertation, I argue that informal settlements are a product of a global power structure of coloniality (multiple forms of colonialisms that survive the demise of apartheid) that produces inequalities among human beings including the habitat sphere. I deploy the experience of Mshenguville informal settlement to demonstrate that the experience of informal settlement is just but a marker or sign of inequality among human beings in the age of Western-centred modernity. Thus those in informal settlement are considered to exist on the darker side of modernity as opposed to those in splashy suburb who experience the brighter side of modernity. / Development Studies / M.A. (Development Studies)

Thi s study aims to assess the implementation of the National Development P lan (NDP) and the impact it has had on the provision of human settlements in Gauteng. Th is dissertation has used qualitative research methodology. This nuanced approach has enabled an e laborate exploration and understanding of the NDP as a policy strategy and provided the tools to measure its impact on the provision of human settlements in Gauteng. For this research, the participants were selected purposively based on their expertise in the field of human settlements. The researcher conducted in depth interviews with 15 senior policymakers in the Gauteng Department of Human Settlements and South Africa’s National Department of Human Settlements and collect ed data on human settlements, wh ich fed, into the findings and recommendations of the dissertation This study has argued that housing policies in South Africa have evolved since 1994, moving away from redress and distribution to an approach of creating sustainable integrated human settl ements. It has also assessed how the Gauteng Department of Human Settlements set out to generate inclusive and integrated settlements through the creation of “new towns”. The building of these “new towns” is in line with the provincial government’s mandate of delivering integrated human settlements in the province. South Africa’s Department of Human Settlements and the Gauteng provincial government introduced the Megaprojects in 2014 as a R100billion economic corridor investment, which aims to provide 800 0 00 housing opportunities across five corridors in Gauteng. Despite these initiatives, the provincial Department continues to face several constraints such as population growth, migration, unavailability of land, housing backlogs, a high rate of informal settlements, corruption, poor implementation of policies, and a lack of economic growth and budgetary constraints. The dissertation’s findings suggest that t hese challenges need to be tackled at the policy level the Department of Human Settlements must pr ioritise implementation, good governance and promote greater professionalism within the housing sector in order to achieve these targets . The study further found that p olicymakers must also view housing as a specialised field that requires extensive consul tation and implementation plans that are carefully tailored to address any challenge s that the Department of Human Settlements could potentially encounter during the implementation phase . Only with these changes, can these targets be met. / Public Administration and Management / M. Admin. (Public Administration)