Masters in Public Administration - MPA / This research assesses the challenges faced by a diverse group of employees within the Safety and Security Directorate in a Municipality in the Western Cape, which is a service organisation. The manner in which Employment Equity (EE) is introduced and controlled in this organisation can have a great influence on the staff. Experts agree that there are many arguments in favour and against Employment Equity, making it a formidable and difficult task for any management team (Grogan, Stelzer, Jordaan & Maserumele, and 2005:94). It is imperative to grasp the understanding of staff and management on EE and other related issues to measure if any progress was made and how to perhaps improve on current employment equity related practices in the organisation. The research method comprises both the quantitative and qualitative methodology in the form of a questionnaire survey and a sample of the research population. The research revealed that although much progress has been made with employment equity in general, there are many challenges in this Municipality in the Western Cape. Specific recommendations are made to address these challenges. For further research, it is recommended that employment equity be investigated holistically in every department and directorate.

The management of healthcare has changed dramatically over the past two decades. Such change has not just been in the way medicine is practiced, but also in the way the health dollar is spent. Hospitals have found themselves under constant and increasing pressure to not only reduce costs in relative terms, but also at the same time, provide new and expanded services. These pressures caused hospitals worldwide to closely examine the means by which they met the demands that were placed upon them (Royal Perth Hospital, 1994a; Asay and Maciariello, 1991). One common response was to embrace New Public Management strategies, such as devolved management. That is, to place the responsibility for managing diminishing health care resources, into the hands of those who use them the most - doctors (Chantler, 1993). To achieve this many hospitals adopted organisational structures known as clinical directorates (Chantler, 1993). Following international trends, the clinical directorate model was adopted by all of Western Australia’s public teaching hospitals in the mid 1990s. The belief was that by devolving hospital management to doctors, the clinical knowledge they possess will lead to improved clinical outcomes through the better allocation of resources. From the perceptions of Clinical Directors, Chief Executives, Nurse Managers, Business Managers and Department Heads, this research has developed a model, termed the Clinical Director Efficiency and Effectiveness (CD2E) model, that describes the dimensions of efficiency and effectiveness of Clinical Directors in the Western Australian public teaching hospital context. / The model proposes that there are three perceived dimensions of efficient and effective clinical directorship. They are: those that are brought to the role by doctors and governed by the health environment in which they develop (Domain Knowledge and Skills), those that are learned (Business Skills) and those that are innate (Personal Attributes). The three perceived dimensions consist of nine components. ‘Domain Knowledge and Skills’ comprise clinical expertise, peer influence, political expertise and environment knowledge. ‘Business Skills’ comprise financial management, strategic management and human resource management. ‘Personal Attributes’ comprise commitment and participation, and communication. The CD2E model not only describes the perceived dimensions of efficiency and effectiveness, it also outlines those dimensions that are brought to the role of a Clinical Director by the medical profession and those areas where there are perceived deficiencies. Whilst the final CD2E model can be used to assist in developing and selecting future Clinical Directors who are more appropriately equipped to improve healthcare delivery within Western Australia, the literature suggests that the model also has features which are common and applicable to other health environments.

Thesis (Ph.D.)--York University, 2008. Graduate Programme in Political Science. / Typescript. Includes bibliographical references (leaves 378-413). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:NR39007

The research project was aimed at exploring and describing the factors that influence job turnover of social workers in the Directorate of Developmental Social Welfare Services (DDSWS) in Namibia. The researcher was motivated to carry out this study due to the challenges experienced as a manager, working for DDSWS. In addition, the lack of literature on factors that influence job turnover of social workers motivated the researcher to conduct the study. This led to the research question of what are the factors that influence job turnover of social workers in the DDSWS in Namibia. A qualitative approach was adopted in this study and interviews were used to gather data about the factors that influence job turnover of social workers in the directorate of developmental social welfare services (DDSWS) in Namibia. A structured interview schedule and a dictaphone was used to collect data from 10 respondents who previously worked for DDSWS for the last five years, who were either male or female and based in the Khomas region. Suitable respondents for the study were selected by means of a purposive sampling method. An applied research was utilized as a means to determine and identify factors that influence job turnover of social workers because it focused on solving problems that are experienced in practice. The phenomenological research strategy was used because it understands and interprets the meaning that subjects give to their everyday lives. The researcher intended to identify and understand the factors that influence job turnover of social workers in the DDSWS from the respondents’ perspective. An overview of the structure and functions of DDSWS were discussed in Chapter 2 presenting the type of services the organization offers. A literature review on factors that influence job turnover was presented, which focused on the description of job turnover; the advantages and the disadvantages of job turnover; the type of job turnover; reasons for measuring job turnover; and job turnover costs. The factors that influence job turnover were divided into three sub-sections namely the personal, internal and external factors. The empirical findings indicated that all the respondents were influenced by a variety of factors to leave DDSWS. They identified the factors that influenced their decisions to leave as being low salaries, bad working conditions, lack of supervision, managerial support, promotional opportunities, training opportunities, job, selection and recruitment procedures, motivation, satisfaction, dissatisfaction, economic conditions, worthwhile and many others. The above factors that influence job turnover of social workers in the DDSWS in Namibia should be addressed to ensure that job turnover is maintained to a minimum. In addition, the study indicated that management has not realized the full implications of job turnover. In order to comprehend this, management should be aware of the factors that influence job turnover of social workers and devise a mechanism on how to keep job turnover to a minimum. Conclusions were formulated and recommendations made to management on how to reduce the rate of job turnover. / Dissertation (MSD (Social Work))--University of Pretoria, 2003. / Social Work and Criminology / unrestricted

While the European Union is striving towards harmonization among the member countries, interlocks (connections) are a social phenomenon that has an implication on the Corporate Code but it is more implicitly pointed out with words like “other relevant information” or ”other significant board positions” that might affect the individual board member’s independence and ability to fully commit to the company. Although the board often is referred to as one single entity, it consists of many board members that individually can have an agenda that might deviate from all stakeholders’ goal. Every single director has a business network of social contacts, especially if they are elected to more than one company’s board. These individual directors create interlocks (links) between the firms they work for, and form a social network on company level, while the Code only recommends the companies to provide independence information and other significant assignments one by one as if they operate in solitude.   This exploratory study captures the corporate governance perspective about independence and the social networks of directors on supervisory corporate boards in Denmark, Finland and Sweden by investigating the interconnectedness of the directors and companies, and combines this data with the independence disclosure by companies.   We employed deductive approach and a quantitative archival research strategy based on secondary data from annual reports and corporate governance documents in a total of 150 companies to gather a sufficient database about the independence disclosure and the corporate networks.   We identified the most central companies and individuals in corporate framework, and found concentration of power to be evident. Identifying the director networks enabled us to focus on the structural aspects of the networks and what implications this has on the independence of the boards. Furthermore, this research analysed the disclosure independence by the companies and assessed, whether the current requirements on disclosure are adequate for their purpose.   We also found, contrary to our expectations, that the independence disclosure is not harmonized between the studied countries and therefore we assessed the disclosure by using insider-outsider theory. This showed that the current corporate codes do not capture the independence very accurately, and that harmonization of the codes in addition to insider-outsider theory would help the relevant stakeholders to get a “truer and fairer view” of the directors’ independence.   This study has been written especially the legislators in mind and suggests the use of insider-outsider -theory approach to the legislators for providing a more comprehensive and accurate view of the independence.

Unlike environmental non-governmental organisations and other knowledge producers, the European Environment Agency (EEA) seems to attract seemingly little academic interests among scholars of international relations. With this in mind, this thesis seeks to discuss how knowledge institutions such as the EEA may be seen as active participants in IR, while simultaneously seeking to extend academic discussion considering the EEA itself. More explicitly, and in order to narrow down its focus, this thesis is driven by a research question: what is the role of the EEA in policymaking and monitoring done by the European Commission? This thesis adopts social constructivism as its theoretical framework while building on data obtained through both a quantitative content analysis and semi-structured interviews. Both of these methods are used to identify as what kind of a knowledge producer the EEA is institutionalised as a part of the policymaking-complex of the Commission. This thesis finds that the EEA is best understood as an autonomous actor in IR which’s role is to legitimise and support environmental policymaking of the Commission rather than function as an active policymaker itself.

Au fil des années, la modification de la Loi sur l'instruction publique (Loi 180) a fait naître plusieurs changements au sein des organisations scolaires francophones du Québec. Ces nombreux changements et l'adoption du projet de la Loi 124 ont contribué à la complexification de la tâche des directrices et des directeurs d'établissements scolaires, en obligeant ainsi ces derniers à être toujours prêts à rendre des comptes (reddition de comptes). L'objectif principal de cette recherche est d'analyser en quoi consiste l'épuisement professionnel des directions et des directions adjointes d'établissement des commissions scolaires francophones du Québec en identifiant les principaux facteurs qui s'y rapportent. Elle évalue empiriquement l'ampleur de la problématique de l'épuisement professionnel ainsi que les facteurs que les directions et les directions adjointes d'établissement, qui ont déjà vécu un épuisement professionnel et/ou un problème de santé relié au stress, perçoivent comme étant un risque pouvant mener à l'épuisement professionnel. Dans un deuxième temps, elle établi les principaux facteurs menant à l'épuisement professionnel, ses conditions d'apparition, les situations professionnelles favorisant son émergence, ainsi que ses manifestations. En fait, elle se veut un outil de référence en matière de prévention de l'épuisement professionnel chez les directions et les directions adjointes d'établissement, tant pour le Ministère de l'éducation, du Loisir et du Sport du Québec (MELS), la Fédération des commissions scolaires du Québec, les différentes associations de directions d'établissement du Québec et les différents acteurs des commissions scolaires et des établissements scolaires du Québec / With the passing of time, the modification of the public education law (Law 180) gave birth to many changes within the French speaking scholastic organization of Quebec. These numerous changes together with the adoption of Law 124 contributed to render extremely complex the responsibilities of the directors of educational establishments by demanding them to be always accessible to provide accountability. The main object of this research is, to analyse what consist the professional 'Burn Out' related to the directorate of French scholastical commissions in Quebec by identifying the principal reasons which applies. It appraises without any doubt the scope of the problem related to the professional 'Burn Out' together with the reasons that the joint/directorate of establishments who have coped with a stress related health problem, understanding the risks associated with the professional 'Burn Out'. Secondly, it establishes the main reasons leading to professional 'Burn Out' its emerging conditional appearance, the situations at the professional level favouring its emergence together with its manifestations. In fact, it could be used as a tool of reference in matters of prevention of 'Burn Out' within the professional establishment, directorate and associate directorate, as well as the Ministry of Education, Recreation and Sport (MELS). Federation of the educational commissions of Quebec, the various associations of educational establishments and the different performers within the education system in Quebec

The aim of this paper is to present the development of administrative structures of the Czechoslovak State Railways (CSD) from 1918 to 1938. In the introduction I will give the history of railways in the period 1918 - 1938, including nazionalization largest private railway companies and the impact of these events on the administrative structure Following is a brief description of the management of Austrian and Hungarian State Railways on Czechoslovak territory, which came out of the structure of management for future CSD. I shall then consider the origins of the administrative structure of the independence of the CSD and its development throughout the period. This work is part of the particular division of the Ministry of Railways, each Directorate of State Railways, and other organizational units of the CSD. Added to all ministers of short vignettes railway tracks and broken down between individual Directorate of State Railways. All the work I wanted to finish the event in Munich due to the aforementioned structure, the development brief administration in subsequent periods and comparing the current situation.

私立技專校院正面對新世紀的挑戰。社會、政治及經濟環境的快速變遷，學校如何能永續發展是必須面對的現實課題。私立技專校院董事會是否健全與對於校務運作的支持，對於學校組織文化和學校效能產生一定的影響力。本研究之主要目的即在瞭解臺灣私立技專校院學校董事會運作功能、學校組織文化與學校效能之關係，並透過對私立技專校院董事會運作功能、學校組織文化與學校效能之調查與實證分析，瞭解三個變項間之關係。 本研究採用調查研究法，以台灣地區73所私立技專校院的董事會、校長（副校長）、行政人員與教師為研究對象，以立意取樣方式分四個階層進行抽樣，共計發出657份問卷，有效回收問卷共計538份，有效回收率為81.9％。調查結果以T檢定、單因子變異數分析、皮爾遜積差相關、逐步多元迴歸及結構方程模式等統計方法進行資料處理。 本研究之主要發現如下：1. 私立技專校院董事會運作功能良好，並以「校務規劃」為最佳；2. 私立技專校院組織文化得分良好，並以「組織運作」為最佳；3. 私立技專校院的學校效能得分良好，並以「教學品質」為最佳；4. 董事會運作功能、學校組織文化與學校效能三者間具有正向關聯；5. 私立技專校院董事會運作功能及學校組織文化對學校效能有正向預測作用；6. 私立技專校院董事會運作功能、學校組織文化投與學校效能三者關係之模式適配度檢定獲得支持，能解釋主要變項間之關係。 根據以上之研究果，本研究提出數項建議以供私立技專校院董事會、私立技專校院、教育工作者、教育行政機關及未來研究時之參考。 / Due to the rapid change of social, political and economical environment, private technological universities and colleges are facing a new challenge in the new century; the sustainable development of schools has become an important issue. The directorates of private technological universities and colleges have been playing a critical role in schools’ organizational culture and effectiveness. The main objective of this study was to explore the relationship among directorate operation function, school organizational culture, and school effectiveness. Base upon survey and empirical analysis, this study tried to understand the relationship among directorate operation function, school organizational culture and school effectiveness. The objects of this study were the members of directorate, president (vice president), administrators, and teachers of 73 private technological universities and colleges in Taiwan. Based upon survey study, a total of 657 persons were chosen to join this study with a purposive sampling method under four levels and 538 valid questionnaires returned, the valid response rate was 81.99%. Statistical method such as T-test, one-way ANOVA, Pearson product moment correlations, stepwise multiple regression and structural equation modeling were used for data analysis. The major findings of this study included the followings: 1. the operation function of private technologies universities and colleges was found performed well, especially in “school planning” dimension. 2. The organizational culture of private technological universities and colleges performed well especially in “organizational operation” dimension. 3. The school effectiveness of private technological universities and colleges performed well especially in “teaching quality” dimension. 4. There were positive correlations among directorate operational function, school organizational culture and school effectiveness. 5. Directorate operational function and school organizational culture were showed to have positive predicting power toward school effectiveness. 6. The model fit of relationship among directorate operation function, school organizational culture and school effectiveness were statistically supported Based upon the findings, several recommendations were made as references for the directorate of private technological universities and colleges, private technological universities and colleges, educational administration institutions, as well as for further research.

This study aims to contribute to the poverty studies in Turkey in terms of the capability approach introduced to the scientific literature by Nobel Laureate thinker Amartya Sen. The approach is closely connected with the idea of justice and particularly with the Rawls&rsquo / s model of social justice. This study&rsquo / s perception of justice is based on the idea that justice is the virtue of the institutions, but not that of individuals. Although the Rawls&rsquo / s justice analysis is approved in terms of making institutional analysis, his perception regarding to the rights are criticized since these are perceived as &ldquo / ends&rdquo / but not the &ldquo / means&rdquo / of individuals&rsquo / welfare. Therefore, it is claimed in this study that holding certain sets of rights are not significant by themselves, but how they can be converted into personal wellbeing is crucial as well. In this framework, poverty is considered as capability deprivation and it is claimed that poverty analyses based on commodity ownership are not satisfactory. As the case of this study, General Directorate of Social Assistance and Solidarity organized as the main state institution so as to alleviate the poverty in Turkey has been chosen and the question of whether the relief programs of the institution are designed to alleviate poverty by enhancing individuals&rsquo / capabilities is raised. It has been concluded in this study that (1) income centred poverty perception of the institution does not take into account the variations in needs, (2) the reliefs are designed to increase economic productivity of individuals but not the valuable capabilities and (3) the operational logic of the institution is based on managing poverty, but not alleviating it.