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The research is a quantitative descriptive survey. The sample is a stratified random sampling of the workforce (n=4,010) of the four hospitals in Gauteng that fall under the jurisdiction of Tshwane, Ekurhuleni and Johannesburg Metropolitan Councils. The research examines the extent of the impact of age, gender, occupation, salary level, tenure and race on workplace absenteeism. The data were collected in three phases involving auditing of hard copy files, structured interviews and information technology system. The findings of the research reflect high workplace absenteeism in females by 83.2%, age group between 45 to 49 years by 22.35%, salary range of 2 to 3 by 35.3%, African race group by 96.3%, tenure of 11 to 20 years by 44.3%, nurses by 20.8% and administration support by 35.4%. The research found that the mature employee in age and of higher year of tenure presented comparatively with lower rate of absenteeism. / Public Administration and Management / M.A. (Public Administration)

This study showed that health equity must be achieved through education, awareness, and advocacy. A structured program must be put in place to provide accountability towards achieving health equity within organizations, communities, cites, and states. In Virginia, the Health Equity Campaign was a program put in place to provide such accountability to the citizens of Virginia. This study attempted to evaluate the Health Equity Campaign implemented by the Virginia Department of Health Office of Minority Health and Public Health Policy Division of Health Equity in order to get all Virginians to become advocates for health equity in their organizations, communities, neighborhoods. Organizational/group leaders were interviewed in addition to surveying various staff members. This study provides a detailed description of the strength of the Health Equity Campaign's ability to promote education and awareness about health equity and why many participants found it difficult to transition from motivation to advocacy. / Ph. D.

Submitted by Fabricia Fialho Reginato (fabriciar) on 2015-07-28T22:33:26Z No. of bitstreams: 1 CristianoBrum.pdf: 8266440 bytes, checksum: 2fc6720638df8dd9a5999cef25a374e1 (MD5) / Made available in DSpace on 2015-07-28T22:33:26Z (GMT). No. of bitstreams: 1 CristianoBrum.pdf: 8266440 bytes, checksum: 2fc6720638df8dd9a5999cef25a374e1 (MD5) Previous issue date: 2013-03-05 / Nenhuma / O contexto centralizador do Estado Novo trouxe ao Rio Grande do Sul José Bonifácio Paranhos da Costa, um técnico federal do DNS para assumir os serviços de saúde do Estado. Este médico sanitarista gaúcho, radicado no Rio de Janeiro chega em um contexto de verticalização das políticas e é um personagem fundamental para o entendimento desse contexto. No Rio Grande do Sul, Bonifácio Costa realizou, seguindo diretrizes federais a Reforma Sanitária de 1938 e criou o Departamento Estadual de Saúde. Nosso objetivo foi reconstruir a trajetória pessoal e profissional do gaúcho José Bonifácio Paranhos da Costa, bem como seu pensamento médico, e suas relações em diversos âmbitos, a fim de perceber se essas variáveis influenciaram sua atuação e a reforma da saúde por ele promovida em 1938 no Departamento Estadual de Saúde do Rio Grande do Sul; e entender como se relacionam estes elementos. Numa perspectiva microanalítica procuramos, utilizando procedimento de cruzamento nominal de fontes, traçar a rede de relações de nosso personagem, percebendo a existência de mediadores e facilitadores durante sua trajetória profissional. Devido à falta de estudos que foquem a saúde pública neste período, procuramos também realizar um “inventário” das principais ações do Departamento Estadual de Saúde. No que diz respeito à autonomia, percebemos que ao mesmo tempo em que realizou todas as exigências do Departamento Nacional de Saúde, também criou uma atmosfera administrativa diferenciada; a qual tentou Bonifácio Costa, inclusive importar para outros estados e aplicá-la a âmbito federal, numa iniciativa descentralizadora, que rompia com a ideia de política vertical. / The centralizing context of the Estado Novo (Getúlio Vargas’s dictatorship, between 1937-1945) brought José Bonifácio Paranhos da Costa to Rio Grande do Sul. He was a federal technician from the National Department of Health, and was to take over the health services of the state. This public health physician, himself born in the state of Rio Grande do Sul and living in Rio de Janeiro, arrived in a context of verticalization of policies and knowing about him is essential to understand this reality. In Rio Grande do Sul, Bonifácio Costa performed the Sanitary Reform of 1938, according to federal guidelines, and established the State Department of Health. Our goal was to reconstruct the personal and professional history of José Bonifácio Paranhos da Costa, and also his medical thinking and his relationships in various spheres, in order to find out whether these variables influenced his work and the health reform he promoted in 1938 in the Rio Grande do Sul State Department of Health; and also to underestand how these elements are related. From a microanalytic perspective, using a procedure of “nominal record linkage”, we sought to trace the network of relationships of our character, perceiving the existence of brokers and facilitators during his professional career. Due to the lack of studies focusing on public health during this period, we also tried to “inventory” the main actions of the State Department of Health. As regards autonomy, we perceived that, at the same time as he fulfilled all requirements of the National Department of Health, Bonifácio Costa also established a different administrative atmosphere that he even tried to import to other states and apply at the federal level, in a decentralizing initiative that broke with the idea of a vertical policy.

A global epidemic of metamorphosed, conglomerated health care systems changed the face of public health care organizations. The problem is, public health care organizations merge into new systems, but the culture for each merged organization has not been formed under the new system. Public administrators, health care workers and the Department of Health and Human Services are affected when there are issues in health care behavioral practices and performance outcomes. Research found that employee motivation is hard to achieve when there are issues within the internal structure of a new system. Using Herzberg's motivation-hygiene and Tajfel and Turner's social identity theories as the foundation, the purpose of this correlational study was to examine the statistical relationship between growth opportunities, organizational culture, monetary compensation and employee motivation. Secondary data were used from a sample of 3,033 health care workers from 2 English hospitals in the United Kingdom. The data were examined using Point-Biserial Correlation Coefficient model statistical t test. The study's results concluded that growth opportunities, organizational culture, and monetary compensation significantly correlate with employee motivation. Recommendations included implementing systematic changes to the internal organizational structure by identifying and developing effective strategies to improve internal organizational practices and performance outcomes. Further research is needed for demographic comparisons. The study affects social change by informing the Department of Health and Human Services, health care organizations and public health administrators of various strategies that can be used to improve internal organizational practices performance outcomes.

Thesis (MPA.) --University of Limpopo, 2014 / iii ABSTRACT Government Institutions are in terms of the Skills Development Act, (Act 97 of 1998), required to develop employees in order to achieve good and effective performance. The Act makes provision for the development of Workplace Skills Plan by government institutions and mandates these institutions, including Government Departments, to budget at least 1% of their payroll for training and development of employees. It is, however, not apparent whether or not the developed Workplace Skills Plans are in line with the employees training needs and training interventions. As a result, the essence of this study is to determine how to align employees training needs with the Departmental Workplace Skills Plan in the Limpopo Department of Health. In addition, the study investigates whether or not training interventions in the Limpopo Department of Health are informed by the identified skills needs. The type of research methodology used in this study is the quantitative approach, which is in the form of a structured questionnaire. The main finding of the study is that although the Limpopo Department of Health developed the Workplace Skills Plan, training interventions were not aligned to it. In addition, a large percentage of the respondents was not aware of the skills audit exercise that the Department undertook. This study also reveals that the post-training evaluation which was done by the Department did not contribute to important subsequent training interventions. The key recommendation made is that the Limpopo Department of Health should make employees aware of the skills audit exercise the Department often undertakes. Additionally, Personal Development Plans should be continuously used to identify pertinent employee training needs relevant for the Departmental Workplace Skills Plan KEY WORDS • Limpopo Department of Health • Workplace Skills Plan • Personal Development Plan • Skills Audit • Training Interventions • Training Needs Analysis • Employees Training Needs

<p>This research investigates the nature and extent of community participation and involvement in the recruitment and selection processes for Community Health Workers (CHWs), primarily through detailed case studies of three CHW programmes, one in the Western Cape, another in KwaZulu-Natal, and a third which operates in the Western Cape and KwaZulu-Natal. The first utilizes CHWs in health education and home-based care in Khayelitsha and Nyanga. The second specializes in the training, management and supervision of home-based care CHWs in the rural areas of KwaZulu-Natal. The third utilizes CHWs in addressing maternal and child health issues in targeted peri-urban and rural areas in the three provinces. The mini-thesis is organized into five chapters: the first chapter provides the introduction and background as well as the methodological design of the mini-thesis / the second chapter focuses on providing a detailed literature review of relevant materials that cover the subject matter / the third chapter provides the descriptive background of the history of CHWs, CHW policies and community participation in South Africa, as well as a description of the three case study organizations / the fourth chapter describes and discusses the findings and the last and fifth chapter provides a summary of the findings as well as recommendations and conclusions.</p>

<p>This research investigates the nature and extent of community participation and involvement in the recruitment and selection processes for Community Health Workers (CHWs), primarily through detailed case studies of three CHW programmes, one in the Western Cape, another in KwaZulu-Natal, and a third which operates in the Western Cape and KwaZulu-Natal. The first utilizes CHWs in health education and home-based care in Khayelitsha and Nyanga. The second specializes in the training, management and supervision of home-based care CHWs in the rural areas of KwaZulu-Natal. The third utilizes CHWs in addressing maternal and child health issues in targeted peri-urban and rural areas in the three provinces. The mini-thesis is organized into five chapters: the first chapter provides the introduction and background as well as the methodological design of the mini-thesis / the second chapter focuses on providing a detailed literature review of relevant materials that cover the subject matter / the third chapter provides the descriptive background of the history of CHWs, CHW policies and community participation in South Africa, as well as a description of the three case study organizations / the fourth chapter describes and discusses the findings and the last and fifth chapter provides a summary of the findings as well as recommendations and conclusions.</p>

The Health Facilities Infrastructure Management Programme in South Africa aims to ensure an appropriate and sustainable platform for the delivery of health services. Since 1994, the average number of hospital beds has decreased from 4.4 beds per 1 000 people to 2.4 beds per 1 000 people. During the same period, there was no significant reduction in the 1 372 clinic backlog. The evaluation of the performance of the Health Facilities Infrastructure Management Programme was based on a systems approach. This performance evaluation was conducted across four dimensions, with 12 assessment instruments and within 134 assessment parameters. Several of these instruments were developed as part of this study. Actual performance, per assessment parameter, was expressed in terms of a four level project management maturity scale. About one third of the parameters indicated a low level of project management maturity, one third indicating a medium-low level of maturity, with less than 10% judged to have reached maturity. It was found that the Infrastructure Unit in the National Department of Health is solely responsible for addressing more than half of the performance areas described by the assessment parameters. The proposed prioritisation model indicated that 50% of the performance areas needed to be addressed as a matter of urgency. The study concludes with 10 system transformation recommendations aimed at maturity growth in the Infrastructure Unit in the National Department of Health, as well as maturity growth in the Health Facilities Infrastructure Management Programme as a whole. The following key terms are relevant: • Health Facilities Infrastructure Management Programme • Performance evaluation • Infrastructure Unit • National Department of Health of South Africa • Project management maturity • Assessment instruments • Assessment parameters • Prioritisation model / Thesis (MArt et Scien (Urban and Regional Planning))--North-West University, Potchefstroom Campus, 2013.

The Health Facilities Infrastructure Management Programme in South Africa aims to ensure an appropriate and sustainable platform for the delivery of health services. Since 1994, the average number of hospital beds has decreased from 4.4 beds per 1 000 people to 2.4 beds per 1 000 people. During the same period, there was no significant reduction in the 1 372 clinic backlog. The evaluation of the performance of the Health Facilities Infrastructure Management Programme was based on a systems approach. This performance evaluation was conducted across four dimensions, with 12 assessment instruments and within 134 assessment parameters. Several of these instruments were developed as part of this study. Actual performance, per assessment parameter, was expressed in terms of a four level project management maturity scale. About one third of the parameters indicated a low level of project management maturity, one third indicating a medium-low level of maturity, with less than 10% judged to have reached maturity. It was found that the Infrastructure Unit in the National Department of Health is solely responsible for addressing more than half of the performance areas described by the assessment parameters. The proposed prioritisation model indicated that 50% of the performance areas needed to be addressed as a matter of urgency. The study concludes with 10 system transformation recommendations aimed at maturity growth in the Infrastructure Unit in the National Department of Health, as well as maturity growth in the Health Facilities Infrastructure Management Programme as a whole. The following key terms are relevant: • Health Facilities Infrastructure Management Programme • Performance evaluation • Infrastructure Unit • National Department of Health of South Africa • Project management maturity • Assessment instruments • Assessment parameters • Prioritisation model / Thesis (MArt et Scien (Urban and Regional Planning))--North-West University, Potchefstroom Campus, 2013.