published_or_final_version / Urban Studies / Master / Master of Social Sciences

published_or_final_version / Public Administration / Master / Master of Public Administration

Thesis (MPhil) -- University of Stellenbosch, 2004. / ENGLISH ABSTRACT: This study describes and analyses the water services education and training needs of councillors in local authorities in the Northern Cape to enable them to implement their legislative framework in the new dispensation in South Africa. It is the proposition of this study that during the transitional period from 1994 to 2003 and thereafter, there is a likelihood of lack of capacity in most local authorities in the Northern Cape to execute their legislative requirements. This invariably imposes leadership responsibilities upon a range of stakeholders and councillors in Local Authorities (LAs), and creates the need for a redefined model of representation on the part of councillors "from resemblance to responsibility and responsiveness" (Sartori 1968: 465). Using literature review to analyse leadership responsibilities of councillors, four priority education and training (E&T) needs of councillors have been identified: • the need to understand water services policy and business cycle within the context of decentralisation and devolution of powers and functions • to local government; • the need for water services business programme management and planning skills; • the need to understand community participation in water services development plans and development processes; and • the need for conflict-resolution skills. Based upon inferences drawn from literature evidence, it is concluded that Local Government (LG) patterns of responses involving the application of managerial and analytical principles grounded firmly in the twentieth century Organisational Development (00) and public service management experience and thoughts, can neither explain nor remedy the complex variables of Local Government Developmental Agenda (LGDA) and/or the complex array of water crises that are unfolding in Northern Cape. Thus, for water services to remain a viable "instrument of humanity" especially at a municipal level, it is concluded that more effective E&T strategies are required to equip current and future councillors with intellectual water business tools to address the complex challenges that lie before them. Furthermore, an Outcomes Based Education (OBE) action-based strategy is offered as an alternative to the current traditional training approaches in Northern Cape. It is also clear from the researcher's interpretations and analysis of LGDA variables that the water services E&T needs and the relevant "gaps" identified are not simply questions of "how to do things". Rather an OBE action-based strategy under LGDA processes involves a fundamental reorientation of all participants in E&T programme for councillors that should be relevant to the special demands of the Northern Cape LAs and councillors. The researcher makes recommendations for enriching the sociology of LG studies, to match the skills requirements, given the complexity of LGDA and numerous challenges for competent and innovative councillors in LAs. Finally, this study is not intended to be exhaustive but rather to complement a number of education and training initiatives commissioned or under preparation by water sector stakeholders in line with Skill Development Act of 1998 and SAQA of 1995 (South African Qualifications Act) processes. KEYWORDS: Best Value Regime, Local Government Developmental Agenda, Spheres of government; local government; socio-economic & political dynamics in transition; decentralisation; constitutional powers and functions of local government; education and training (E&T) needs of councillors in water services; Northern Cape Province. / AFRIKAANSE OPSOMMING: Hierdie studie beskryf en ontleed die behoefte aan onderwys en opleiding (E&T) by raadslede in plaaslike owerhede in die Noordkaap, om hul moeilike taak te kan verrig in In veranderende beleidsomgewing in Suid Afrika. Die studie besin daaroor dat daar waarskynlik gedurende die oorgangstydperk vanaf 1994 tot 2003 en ook daarna, In tekort aan bevoedgheid om hul funksies te vervul, by heelwat plaaslike owerhede in die Noordkaap bestaan. Dit is deels In gevolg daarvan dat nuwe verantwoordelikhede op die skouers van die rolspelers en raadslede in plaaslike owerhede geplaas word. Die nuwe rol van raadslede word herdefinieer vanaf verteenwoordiging na verantwoording en optrede; "from resemblance to responsibility and responsiveness" (Sartori 1968: 465). Vier belangrike areas waar onderwys- en opleidingsbehoeftes ten opsigte van die leierskapsprofiel van Raadslede bestaan, is op grond van In literatuuroorsig ge'identifiseer: • die belangrikheid daarvan om beleid- en besigheidsaspekte van die lewering van waterdienste te verstaan teen die agtergrond van desentralisering en stelselmatige afwenteling van magte en funksies na die plaaslike owerheidsvlak; • die behoefte wat bestaan aan bestuurs- en beplanningsvaardighede met betrekking tot waterdienste en water-ekonomiese aspekte; • In begrip van die rol van die plaaslike gemeenskap in beplanning en uitvoer van ontwikkelingsprojekte vir die lewering van waterdienste; • konflikhanteringsvaardighede. Na aanleiding van die getuienis uit hierdie literatuurstudie word dit duidelik dat die heersende reaksie- en besluitnemingstyle van Plaaslike Owerheid (LG) wat spruit uit beginsels van organisasie ontwerp (00) wat dateer uit die vorige eeu en die staatsdienservaring en -denke van daardie era, nie die komplekse veranderlikes van die nuwe Plaaslike Owerheid Ontwikkelingsagenda (LGDA) kan verduidelik of aanspreek nie, en dus nie geskik is om In dreigende krisis in die Noordkaap te af te weer nie. am waterdienste in die toekoms as 'n voertuig vir die opheffing van agtergeblewe gemeenskappe te kan gebruik, veral op plaaslike owerheidsvlak, is dit belangrik dat huidige en toekomstige raadslede deur middel van effektiewe onderwys - en opleidingstrategiee toegerus word met water-ekonomie kennis en vaardighede. Sodoende sal hulle die komplekse uitdagings wat aan hulle gestel word, die hoof kan bied. 'n Aksie-gerigte strategie gefundeer op 'n uitkomsgebaseerde (aBE) kurrikulum, word voorgestel as plaasvervanger vir die huidige tradisionele onderwysbenadering in die Noordkaap. Dit is duidelik uit die outeur se interpretasie en ontleding van LGDA veranderlikes, dat die ge"identifiseerde onderwys- en opleidings behoeftes en gapings 'n heeltemal nuwe benadering vereis. Die benadering behels 'n deurdagte herorienterinq tot opleidingsprogramme vir raadslede in plaaslike owerhede (LG) in die Noordkaap. Die studie dra by tot die sosiologie van plaaslike owerheidstudie, en wys op die vaardighede, vermoens en innovasie-eienskappe van raadslede wat benodig word om die kompleksiteit van LGDA en die uitdagings in plaaslike owerhede aan te spreek. Ten slotte is die studie nie bedoel om volledig te wees nie maar om wei 'n bydrae te lewer tot die onderwys- en opleidingsinisiatiewe wat voortspruit uit die aksies van belanghebbendes in die water sektor in ooreenstemming met die Wet op Vaardigheidsontwikkeling (1998) en SAKWA (1995).

published_or_final_version / Public Administration / Master / Master of Social Sciences

published_or_final_version / Public Administration / Master / Master of Social Sciences

Relationship of Computer Self-Efficacy and Self-Directed Learning Readiness to Civilian Employees’ Completion of Online Courses. Joan M Lenahan-Bernard, 2014, Applied Dissertation, Nova Southeastern University, Abraham S. Fischler School of Education. ERIC Descriptors: Computer Self-Efficacy, Self-Directed Learning, E-Learning. This study investigated the relationship of computer self-efficacy (CSE) and self-directed learning readiness (SDLR) to civilian employees’ completion of online courses. A mixed methods design was used to answer five research questions: What is the relationship between CSE and federal civilian employees’ completion of online courses? What is the relationship between SDLR and federal civilian employees’ completion of online courses? What do civilian employees identify as the relationship between CSE and SDLR and their decision to complete or not complete online courses? What do civilian employees identify as the relationship between the workplace environment and their decision to complete or not complete online courses? What results emerge from comparing quantitative data and qualitative data regarding the relationship between CSE and SDLR and civilian employees’ decisions to complete online courses? Ninety-eight civilian employees completed the Self-Directed Learning Readiness Scale (SDLRS) and the Computer Users Self-Efficacy (CUSE) Scale. Archival data were used to measure course completion. Descriptive and inferential statistics were used to determine the relationship of CSE and SDLR to the completion of online courses Interviews were conducted to obtain insight into the relationship between CSE and SDLR and civilian employees’ decision to complete online courses. Qualitative data were organized according to the principles of SDLR theory and themes. A merged data display shows responses aligned with questionnaire scores and completion status. Findings showed no statistically significant relationship between the percentage of online courses completed and CSE (r=.04, p=.72, N=98) or between the percentage of online courses completed and SLDR (r=-.15, p=.15, N=98). The relationship between SDLR and CSE was statistically significant (r=.21, p=.035, N=98) which is supported in the literature. Qualitative analysis showed that civilian employees were frustrated by poor design, outdated nature, and irrelevance of most online courses and resources they were expected to use.

This research examines the introduction of e-performance assessment systems in governmental organizations in the United Arab Emirates. The research also examines the influence of cultural forces in accepting the implementation of technology systems that deal with assessment and evaluation of government employees to facilitate the transitional process from manual to e-performance assessment. The methodology used in this research can be described as follows: first a descriptive method to explain the main management theories underlying employee e-performance, followed by an illustration of the concept of electronic tools, based on what has been written in the relevant literature, then conducting a pilot study. A pilot study was made to reduce uncertainty in survey questions, increase clarity, enhance questionnaire validity, and expand on factors that might affect data analysis, improve research design, and confirm the feasibility of this research study. The conceptual model of this study is determined on the based of literature analysis, the pilot study, and the empirical collection of data. A model for a performance appraisal assessment system is proposed, which shows a statistical significance between performance management, e-performance management, performance assessment, e-performance assessment, and performance standards with both perceived usefulness and perceived ease of use. This study finds that there are numerous factors shapes ethics and norms at the workplace. This study suggests that the United Arab Emirates enjoys highly structured governmental organizations. This primarily results from the naturally inherited characteristics of being a high-context society. The major findings of this research aim to contribute to available literature, as there is currently a distinct shortage of relevant academic work targeting the issue of governmental e-performance systems. Similarly no papers concerning e-performance in a UAE context actually existed prior to this investigation. Therefore, much of the available literature was found to be only semi-relevant.

Thesis advisor: Mark Gelfand / Labor in the United States has been commonly associated with images of industrialism, factories, and skilled craftsmen. This narrow vision of labor ignores the millions of Americans employed by the federal, state, and local governments. As early national labor law failed to define the rights of government employees, each state was forced to create their own public labor law through judicial rulings and state legislation. This study is framed around the struggles of Rhode Island public employees, specifically public school teachers, to obtain the right to organize and employ labor's greatest weapon, the strike. An in-depth examination of the 1975 Woonsocket Teachers' Guild strike incorporating the experiences of union officers, labor lawyers, and other participants provides a concrete example of the difficulties encountered by government employees against the courts, legislature, and public opinion. / Thesis (BA) — Boston College, 2005. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: History. / Discipline: College Honors Program.

Thesis (MPA.) -- University of Limpopo, 2017 / Absenteeism remains a challenge in government entities, especially if it is measured in monetary terms. Government loses a number of hours through employees who are officially or unofficially away from work. The high absenteeism is created by a number of factors, amongst which leave policy gaps and poor management systems can cited. Therefore this study expected to investigate the management of absenteeism in Limpopo Provincial Legislature. A qualitative research approach was used to collect data through semi-structured interviews. One of the major findings in the study is that there is a lack of communication between line-managers and human resources section. Departments still work in silos and hence some employees exploit their leave benefits. The study recommends that communication strategies in the Limpopo Provincial Legislature should be effectively implemented and policy gaps in relation to leave benefits should be reviewed.

Interactions such as task assignments and communications between supervisors and subordinates have unintended negative consequences on subordinates such as alienation of subordinates that are not members of the 'in' group. These relations are determined by the quality of the leader-member exchange (LMX) between supervisor and subordinate. The purpose of this study was to examine the impact of supervisor-subordinate exchange on state government employees by understanding the essence of these exchanges in state government agencies. The theoretical foundation of this phenomenological study was Graen and Uhl-Bien's conceptualization of LMX. Data were collected through 12 semi structured interviews with subordinates from the North Carolina Motor Vehicle Driver's License Section. This group of employees from the NC DMV were selected because of the geographical convenience to conduct interviews with participants. Supervisors were not interviewed for this study because the focus was the perceived effect on the employees' performance, motivation, and attitudes. The data were coded and analyzed using a modified Stevick-Colaizzi-Keen method. The results of this study supported that supervisor-subordinate exchanges can influence subsequent behaviors in government employees. This study may have future policy implications in that the results can be used to influence new policy or revise current policies concerning supervisor training within local, state, and federal government agencies. Organizations that comprehend how and why supervisor-subordinate exchanges impact them can revise training for both management and employees, improve communication and relationship skills, and reduce negative effects from these exchanges to promote positive social change.